According to Equal Opportunity Employment Commission data, the average sexual harassment “out-of-court settlement” is about $40,000. About 10% of sexual harassment cases result in a verdict of $1 million or more.

Depending on the issues in a particular case, a sexual harassment claim averages two to three years to adjudicate. Sexual harassment cases can settle in as little as 4-6 months or take as long as 5-6 years.

No matter who is harassing whom, it can be sexual harassment. Sexual harassment is physical or verbal abuse. The discrimination against a person must be oriented toward their sex. For harassment between people of the same sex, a harassed person must show that the harassment was based on his or her sex (not just the sexual desire, if any, of the harasser). The harassed person must also have been treated differently than people of the opposite sex were treated.

Some employers have enacted policies against dating or intimate relationships between co-workers. There are no laws that require such a policy. In most states, no law forbids such a policy. When an employer does not have a rule against employees dating, it is best to follow a “one rejection, and you’re out” rule. If you ask a co-worker for a date, and the co-worker turns you down, don’t ask again. If you repeat a request for a date, you may be found guilty of harassment. A single, polite request will probably not stand the harassment test.

It depends on the comment. Suggesting that an employee dressing more professionally is not likely to be seen as sexual harassment. However, meaning that an employee wears more revealing clothes to impress the boss would be sexual harassment. Likewise, an innocent compliment, such as “that’s a nice sweater,” would not be harassment. If someone followed up with a sexual reference (“it really shows off your body”), that would be an inappropriate comment. The key is whether the conduct occurs because of the sex of the employee. If the statement creates a hostile or abusive work environment.