IntroductionOrganizations have an obligation to create a harassment-free environment for their employees. Harassment does not have to be sexual in nature. An organization is liable if harassment is so frequent or severe that it creates a hostile or offensive work environment or when it results in adverse employment actions such as the victim's termination, demotion, or transfer. Harassing a person based on sex is illegal. Sexual harassment has a large impact on an employee's productivity and has a major impact on an organization's finances in the event of litigation. Productivity is the cornerstone of any organization's profitability. This means that any organization can be considered productive if all its moving parts are working to their full potential. There are many examples of successful organizations maintaining maximum productivity. All successful organizations have many successful attributes in common that make these organizations successful. When problems arise, they can compromise productivity. Harassment is a serious problem that undermines workplace productivity. It interferes with the normal functioning of its employees, especially the victim of harassment. This behavior could impact the productivity of the organization or area where the harassment occurs. Sexual harassment can cost an organization millions of dollars in lawsuits. It is the organization's obligation to create a harassment-free work environment and prevent its employees from being harassed. Sexual harassment laws arose from the rulings in Meritor Savings Bank v. Vinson in 1986 in which the judge found that the case had merit because the alleged sexual harassment violated Title VII or......half of the document......sexual harassment, further supporting an affirmative defense in the case in which a complaint of harassment was made. (Oppenheimer, 2004) Works Cited Gregory, R. F. (2004). Unwanted and illegal: Sexual harassment in the American workplace. Ithaca, New York: Cornell University Press. Johnson, M. W. (2004). Training on the prevention of harassment and discrimination: what the legislation requires. Journal of Labor Law, 119-129. Oppenheimer, A. (2004, Spring). Investigation into harassment and discrimination in the workplace. Employee Relations Law Journal, 29(4), 55-66.Zugelder, M. T., Champagne, P. J., & Maurer, S. D. (2006, June). An affirmative defense to sexual harassment by managers and supervisors: Analysis of employer liability and protection of employee rights in the United States. Journal of Employee Responsibilities and Rights, 18(2), 111-122. http://dx.doi.org/10.1007/s10672-006-9008-9