In "Sexual Harassment and Solidarity" Larry May specifies that in order for a claim of sexual harassment to be taken seriously the event must have affected the employee's psychological well-being and must have detracted from the employee's job performance.

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Larry May does not specify that both psychological well-being impact and job performance detriment are required for a sexual harassment claim to be taken seriously; the seriousness of a claim can depend on various factors, including the nature of the harassment itself, regardless of its direct impact on job performance or psychological health.

In "Sexual Harassment and Solidarity" Larry May Specifies That in Order