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“There’s no silver bullet for handling this issue,” Citron claims. But legislation that is existing set the groundwork for possible future reforms. Federal civil liberties legislation can discipline “force or threats of force” that affect a person’s work on such basis as competition, faith, or nationwide beginning. That protection, however, doesn’t currently increase to threats geared towards a person’s gender. But, other areas associated with Civil Rights Act frame workplace intimate harassment as discriminatory, and needs companies to implement policies to both restrict and remedy discrimination at the office. And Title IX associated with the Education Amendments of 1972 places the onus on academic organizations to do this against discrimination toward females.