rceptions,the complexity of human behavior and the attitudes of a sexist. (Lindemann,46-48) It is often difficult to draw a line between what is acceptable andwhat is unacceptable in a working environment because of the existence ofthese ingredients. Sexual harassment is a form of discrimination, which canmanifest itself in terms of physical and psychological acts. Physically, therecipient may be the victim of pinching, grabbing, hugging, patting, leering,brushing against and forms of touching. Psychological harassment can occurthrough the proposal of physical intimacy by requesting dates and sexualfavors. In 1964, Title VII of the Civil Rights Act was established, by variousstate legislation, to prohibit sex discrimination in the working environment.After a decade of the enactment of Title VII, the Supreme Court confrontedits first case, Barnes vs. Train, which pertained to the issue of sexualharassment. In the case of Barnes vs. Train, a woman was hired as anadministrative assistant. She filed a lawsuit against her male directorthrough the Environment Protection Agency's Equal Opportunities Divisionbecause she refused to engage in sexual relations with him. Nevertheless,the district court dismissed this case. The district court believed thateven though Barnes was treated unjustly, the discrimination was not becauseshe was a woman. It was because she refused to engage in sexual behaviorwith her supervisor. (Baridon, 12,13) Another 5leading case recognized under the enactment of Title VII was Corne vs.Bausch & Lomb Inc. In this particular case, there were two women who resignedtheir positions in order to prevent their male supervisor from continuing totake unsolicited and unwelcome sexual liberties with them. They sued theirsupervisor for verbal and physical sexual advances. The district court inArizona dismissed the case on the ground that sexual discrimination exists inmany firm's regulations. They decided that it would be unjust to t...
