There is no state law prohibiting sexual harassment by private employers. However, private employers with 15 or more employees must comply with Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits discrimination on the basis of sex, including sexual harassment (42 USC 2000e et seq.). Additional information is available.
The 11th Circuit Court of Appeals has ruled that being subjected daily to language and radio programming that were particularly offensive to women but not targeted at an employee can constitute a hostile work environment (Reeves v. C.H. Robinson Worldwide, Inc., 594 F.3d 798 (11th Cir. 2010)). In this case, the employee claimed she was sexually harassed because daily workplace conversations, jokes, and a radio program listened to by employees were degrading to women. The employer argued that the alleged conduct was not directed at the employee, so it was not sexual harassment. The court reasoned that the alleged sex-specific profanity was more degrading to women than men and that the employee could proceed to trial to allow a jury to decide whether the conduct was sufficiently severe or pervasive to create a hostile work environment.
Practical tip: Other federal circuit courts have consistently ruled that such language constitutes sexual harassment, even when not directed specifically at an employee. Enforcing harassment prevention policies that prohibit inappropriate conduct in the workplace may help employers avoid this type of harassment claim.