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Employers must investigate claims of workplace sexual harassment. Sometimes, employers take other actions during an investigation, such as separating the employee claiming harassment from the alleged harasser or placing the alleged harasser on leave.
Conduct is considered sexual harassment if it is (1) unwanted, improper or offensive; (2) if the victims refusal or acceptance of the behavior influences decisions concerning her employment or (3) the conduct creates an intimidating, hostile or humiliating working environment for the recipient.