Sexual harassment in the workplace can be very difficult to determine, because it is not always clear what qualifies as harassment and what is not. It is important to educate yourself on the facts before you consciously be a victim or a perpetrator. Discover here the points that will give insight into the misconceptions regarding Sexual Harassment in the workplace.

Having a sexual harassment policy in place does not protect a company in lawsuits, though companies with strong, effective policies against harassment are less vulnerable to successful suits. Companies must disseminate these policies to employees and provide adequate sexual harassment training or have to be legally accountable.

Simply making a suggestive remark can be considered sexual harassment. Signs of harassment include suggestive remarks, testing or taunting of a sexual nature, unwelcome physical contact or sexual advances, continual use of offensive language, sexual bantering, bragging about sexual prowess, office or locker room pin-ups and compliments with sexual overtones.  Sexual harassment does not have to happen between two people of the opposite sex; in fact, many cases involve same-sex harassment.

Anything sent or located in a shared folder or bookmarks on a public computer, such as offensive Web site, inappropriate photos or objectionable e-mail, can be considered a non-traditional sexual harassment or cyber stalking.  In terms of U.S. law, both traditional and non-traditional harassment are illegal. Cases with male victims go largely unreported.

Less than 20% of all cases are filed by men. Researchers believe these figures vastly under-represents actual incidents in which men are victims. Instead of keeping a distance, the supervisor should always try to negotiate a resolution between the victim and the perpetrator. If the supervisor can handle the situation promptly and effectively, expensive lawsuits can be avoided.