The problem of harassment of women in the workplace has received increasing attention from government agencies, Congress, and the courts in recent years. This growing general awareness of the problem of harassment and sex discrimination by both employers and employees is being made more acute by women's growing demands for career opportunities equal to men as well as for egalitarian, non-discriminatory, and harassment-free working conditions. The demand for solutions is therefore increasingly insistent. The alternative remedies open to women employees reflect alternatives for employers as well. The choices are that either ways are found for dealing effectively with the problem within the organization through fair administrative regulations and effective grievance procedures, or ways will be found outside the organization in the courts and through advocacy efforts. Either way, these choices cannot be made by the perpetrators or victims. Self-policing of harassment and discrimination is not possible in a system which promotes it, and effective complaint is not possible where there is ignorance of alternatives and intimidation. Given these circumstances, if regulations are to come from within the organization, as is generally desired, change must be initiated and implemented from the very top levels of administration. (Author/PAS)