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It can also take the form of a single incident involving a wide range of behaviours, from glances and rude jokes to demeaning comments based on gender stereotypes and even sexual assault and other acts of physical violence.
Instead it is an indirect approach in which discrimination is the major offence and from that concept, it can be deduced that sexual harassment is a cause of discrimination (Law 26.485).
Diligence and continuous education are instrumental for the avoidance of any corporate liability.
Hotlines and independent investigations are also essential measures to deliver the message that the company will not tolerate harassment.
This type of harassment creates an intimidating, hostile, or offensive work environment.
Local GCs must therefore ensure their companies are implementing the necessary measures to prevent and remedy sexual harassment in the workplace and ensure these are in line with country-specific sexual harassment provisions.