for fear of retaliation or losing their job. The law remains unclear whether a woman "who is not herself the object of sexual harassment might still have a hostile environment claim." ( Women and Sexual Harassment: A Practical Guide to the Legal Protections of Title VII and the Hostile Environment Claim by Anja Angelica Chan, JD, [Harrington Park Press: New York, 1994]). Offensive and demeaning behavior does not have to be tangibly detrimental (ex. wage loss, passed promotion) to the job to be considered sexual harassment. Preventing Sexual Harassment in the Workplace Employer Liability Employers are responsible for the conduct of supervisors and managers. Employers also have a responsibility to protect their employees from harassment by non-employees (e.g., customers, vendors, suppliers, etc). Managers are liable for sexual harassment between co-workers if they knew or should have known about it and took no steps to stop it. The existence of a company grievance procedure alone does not automatically insulate employers from liability. Employers should also take responsibility to take action against sexual harassment once they are aware it is occurring. An effective sexual harassment policy stresses the illegality of sexual harassment and delineates a clear and appropriate complaint process while ensuring the confidentiality for the victim . Additionally, such a policy encourages witnesses or victims to report the behavior immediately and mentions that retaliation against persons reporting harassment is illegal and will not be tolerated. Once finalized, an organization's sexual harassment policy should be distributed to all employees and a copy