skip navigation


Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.


NCJ Number: 156663 Find in a Library
Title: Civil Rights and Criminal Justice: Primer on Sexual Harassment
Series: NIJ Research in Action
Author(s): Paula N. Rubin
Date Published: 1995
Page Count: 7
Sponsoring Agency: National Institute of Justice (NIJ)
Washington, DC 20531
National Institute of Justice/NCJRS
Rockville, MD 20849
US Dept of Justice NIJ Pub
Washington, DC 20531
Contract Number: 92-IJ-CX-0009
Sale Source: National Institute of Justice/NCJRS
Box 6000
Rockville, MD 20849
United States of America
Document: PDF|Text
Type: Legislation/Policy Analysis
Language: English
Country: United States of America
Annotation: Sexual harassment is examined with respect to the legal issues involved in criminal justice agencies and the implications for prevention in these agencies.
Abstract: Criminal justice agencies are vulnerable to employee claims of sexual harassment by supervisors or coworkers and may also be held responsible for the actions of nonemployees and for harassment directed at nonemployees. Acquiescence to requests for sexual favors or activity does not necessarily mean that the favors or activity were welcomes by a sexual harassment claimant. Workplace display of sexually explicit photographs, magazines, or posters may represent hostile work environment harassment, even though the Constitution protects the private possession, reading, and consensual sharing of such materials. A single severe incident of offending behavior may be sufficient to represent hostile work environment harassment. Even if a complaint has not been filed, an agency may investigate and take action where evidence exists of unwelcome conduct. Failure to investigate promptly and take appropriate remedial action when a sexual harassment complaint has been filed may result in an agency being held liable for damages. The best way to avoid sexual harassment in the workplace is prevention in the form of policy, training, supervision, and discipline. Reference notes and list of related NIJ publications
Main Term(s): Criminology
Index Term(s): Criminal justice agencies; Employee grievances; Sexual harassment
Note: NIJ Research in Action
To cite this abstract, use the following link:

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.