According to McDonald, Jr. and Noble, Jr. (2011), quid pro quo harassment involves sexual advances to obtain a job or advancement within the organization, while a hostile work environment occurs when unsolicited sexual comments or behavior hinder an employee's ability to do their job effectively (p. 297). The Equal Employment Opportunity Commission stated: “Harassment is illegal and can take the form of insults, offensive or derogatory comments, jokes, insults, insults, taunting, threats, offensive images, intimidation and physical assault, leading to a hostile job." environment." A critical issue for human resource management is the increase in cyber harassment and cyberbullying resulting from the misuse of company electronic devices, which in the United States is punishable by law at the state level. Additionally, romantic issues and Same-sex harassment is another concern in the workplace, which can lead to potential liability for companies. While managers and human resources management are legally obligated to protect employees from sexual harassment, many fail to develop fair policies or any policies related to consensual relationships within the organization, which results in serious legal consequences. On the other hand, some develop too restrictive policies that violate employee rights and privacy Proactive policies human resources management can prevent disputes by creating a socially fair working environment and culture, in which staff feel safe in carrying out their work