People tend to think of sexual harassment as a quid pro quo situation, i.e., to remain employed or get promoted you must submit to unwanted sexual advances by a boss, supervisor or business owner.
But the state of California takes it very seriously and also deems inappropriate touching, salacious remarks or other unwanted attention as sexual harassment when it comes from third parties like vendors, customers, contractors and business clients.
How far is too far?
That depends on the circumstances and the parties involved. If you are an outgoing individual who enjoys friendly banter that might verge on flirting but never crosses the line of appropriateness, it’s not sexual harassment.
But suppose you are a trans male or female and one or more clients snicker at your appearance and refer to you with slurs. That should be immediately reported to your supervisor. It is then incumbent upon them to take action and see that this behavior ends, e.g., by changing vendors or barring customers from your place of employment.
What if your employer does nothing?
No business owner wants to lose customers or go through the hassle of finding a new vendor. But their first responsibility is to provide a safe workplace for their employees. Failing to do so can result in civil litigation and fines.
Your duty in these cases involves documentation of the event(s). As soon as possible, take a break and note the date and time of the inappropriate sexual harassment. Jot down the names of co-workers or other customers (if you happen to know their names). As many businesses have cameras on-site, knowing the exact time and date will make it easier to build a case.