The first is quid pro quo sexual harassment, which is when a supervisor requests sexual favors for employment or job benefits. The second form of sexual harassment is hostile work environment harassment, which is when an employee frequently makes unwanted sexual comments, advances, or something similar to another employee (Moran, 2014). All six requirements must be met for the complaint to be considered sexual harassment. Gender discrimination is different from sexual harassment. Gender discrimination “occurs when individuals of one gender are favored in employment decisions over the other gender” (Moran, 2014, p. 243). This can happen to both men and women. Gender harassment is not sexual in nature, but rather involves offensive comments about a person's gender with enough frequency to create a hostile work environment. Gender harassment can occur against people of the opposite sex and the same sex (US Equal Employment Opportunity Commission [US EEOC], n.d.). Sexual orientation discrimination is the unfair treatment of someone based solely on their sexual orientation. Unlike sexual harassment and gender discrimination, discrimination based on sexual orientation is not protected by Title VII. However, there are state and local laws that prohibit it (Moran,