Maria and Laurie all have lovely "takes" on different ways to handle the
law-breaking commentary from the colleagues.  I still can't describe those
comments -- complete with all the guffawing and elbowing jabbing between
the two male colleagues -- as "disrespectful."  They were downright
disgraceful.

Laurie makes a fine point:  Ya gotta live with these folks.  Ya really want
to "make this official?"

Maria is right: an employment law lawyer could tell you the elements of a
sexual harassment/hostile work environment case.

The reason I advise to Go Strong and Official is that our writer also asked
how **she** could stop feeling so "oily" after that exchange.  And isn't
that just the kicker?  She, who did nothing wrong at all, left the meeting
feel debased, insulted, marginalized.  While our two knuckleheads waltzed
off to tell cleavage jokes somewhere.

Sometimes, in the moment, after a jaw-dropping comment like that (in a
professional meeting no less), we just don't have the wit to come up with
the perfect re-joinder.  On the commute home, of course we think of the
perfect thing.  But the IBCLC should NOT have to "wait" for another
opportunity to zing the perpetrator back ... how many
students/colleagues/mothers will  he harass before that opportunity comes
to pass?

So:  I think we can suggest a sort of Strong Middle Road here.  Perhaps our
writer should ask for a meeting with the Human Resources Dept. (since
harassment complaints get handled by H.R.).  It takes the matter out of the
clinical administrator's hands. Oftentimes the day-to-day- colleagues have
become immune to such atrocious behavior.  Instead, bring it to the
attention of someone what may NOT have learned how to 'tune out" such
commentary .. and who job description includes protecting the rights of
employees, patients and students. As a teaching institution, the standards
are quite high, and you can bet the folks at H.R. ... and in Risk
Management ... do not want word to get out that a valid EEOC claim has been
made.

Our IBCLC should take someone else **who was at the same meeting** with her
when she goes to H.R.  That provides moral support, AND backs up the
assertions being made, AND keeps Mr. H.R. from marginalizing this complaint
or, um, mis-remembering what allegations were made.  She can review her own
employee manual (there *will* be a section in there about sexual
harassment). She can also re-read the IBLCE Code of Professional Conduct,
and Scope of Practice, and what the heck the Clinical Competencies too, to
feel the strength-of-validation that all of her work is ethically
supported, professionally and scientifically based, and worthy of respect
as a public health imperative.

-- 
Liz Brooks JD IBCLC FILCA
Wyndmoor, PA, USA

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