Educators need to be aware of sex discrimination in their schools and of the legislation that prohibits it, because it entails costs, liabilities, impact, and responsibilities for every educator. The obvious and direct costs are attorney fees, awarded damages, and settlement costs. Other, less obvious costs are unfavorable publicity, erosion of a district's reputation, morale problems, and subsequent enrollment and recruitment difficulties. The sources of legal responsibility are Title IX of the Education Amendments of 1972 and Title VII of the Civil Rights Act of 1964. Sex discrimination and sexual harassment affects students and employees. The school district, as well as each educator, has the responsibility to create a safe and equitable learning environment. The legal definition of sexual harassment has three conditions--two constitute quid pro quo harassment, and the other is hostile environment harassment. Very few Ohio schools have clear, comprehensive sexual harassment policies. A strict, detailed policy is critical. Articulating the policy to students, teachers, staff, administrators, and employers of vocational students is essential. Title IX requires all school districts receiving federal funds to have grievance procedures to handle complaints of sex discrimination. The formal procedure outlines how to conduct an investigation, who is involved in determining policy violations, how to apply appropriate sanctions, and how to appeal the process. (Six references and 11 resources are listed.) (YLB)