Does it make sense to you to allow an employee to bring a sexual harassment cause of action if the employee suffered no adverse tangible employment action?

No, unless it was reasonable for the employee to not complain to management or it ended up in an actual change that had an effect on the employee's job.

Explanation:

Hope it helps :)

quid pro quo sexual harassment typically involves an employee being pressured by a superior to provide sexual favors in order to avoid being fired or demoted, or in order to get a promotion, raise or perk.

cluck cluck?   plz give me brainlest xd