Membership in a protected class.

Sexual advances that were unwelcome by the plaintiff.

Harassment that was sexually motivated by the harasser.

The plaintiff's reaction to the advances negatively affected tangible aspects of their employment (such as compensation, promotion, or hiring).

The harassment is attributable to the employer because the harasser may have a direct impact on the tangible aspects of plaintiff's employment (this theory of liability is also known as respondeat superior). For more information, see Practice Note, Harassment: Quid Pro Quo Harassment.