Originally from Dispute Resolution Journal

This paper briefly addresses the regulatory framework that governs sexual harassment on the job and reviews survey research and Equal Employment Opportunity Commission complaints. An analysis of sexual harassment cases in arbitration is approached from two perspectives: first, those cases brought by victims; and, second, just cause cases brought by the alleged offender.

The findings indicate that victims as grievants have difficulty meeting their burden of proof, that arbitrators do not sustain discipline for sexual harassment stemming from consensual relationships that sour, and that arbitrators are sensitive to victims charged with misconduct when the charge arose from the repulsing of a sexual harasser. The findings also indicate that arbitrators sustain discipline short of discharge for workers accused of creating a hostile and intimidating work environment, and that arbitrators almost always sustain discipline for sexual harassment that includes unwanted and unwelcome physical contact.