An employee of a Perkins restaurant was sexually harassed by a supervisor, she reported to the senior manager at Perkins that her

supervisor made sexual comments to her, touched her inappropriately and appeared uninvited at the her home. Unfortunately, the company improperly investigated her immigration status only after she complained about sexual harassment. In fact, the employer (Perkins) should investigate her complaint rather than ask her to document her immigration status. In term of duty-based, sexual harassment is considered a form of discrimination based on gender. Company has a duty to keep the workplace free of harassment. So long as the employer is aware that employees are being harassed and fails to take appropriate measures to protect them, it can be held liable. It is a duty of any employer to establish, disseminate, and enforce an anti-harassment policy and complaint procedure and to take other reasonable steps to prevent and correct harassment regardless of illegal immigration status. The federal laws against discrimination make no distinction on the basis of immigration status for employees working in the U.S. or its territories. Consequently, undocumented workers and other non-U.S. citizens are covered. From ethical perspective, sexual harassment shows the absence of moral intelligence and the lack of consideration of ethical intensity. Whether or not found to be a legal violation, the unethical practice of sexual harassment has been included in the ethical codes of some professions.