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Last week I wrote a post suggesting that the best way to effectively remedy sexual harassment is to quit. Within days, the post had logged over 150 comments, and garnered response from across the Web -- on sites such as Salon, Slate, Jezebel, and Examiner.

I wanted to take the opportunity to address some of the concerns about my advice.

I suggested that you should turn in your resignation and then inform your employer about the harassment. Here's why: I believe that companies are only motivated to change their behavior when faced with financial implications. Once a company starts spending money on replacing its employees, behavior will change.

Responding to Criticism
Some readers reacted to the word "quit" and missed the part where I advocate reporting the perpetrator to the company.

Click here to read the rest of Laurie's response.

Others commented upon my lack of expertise in the field of Human Resources. Still others felt that my advice was misogynistic and anti-woman.

I have worked in HR for over a decade, and I hold a senior-level designation from the preeminent HR organization in America, SHRM. I have been responsible for laying off or firing more people than work at most American companies. I have worked in every environment -- from manufacturing plants to executive offices in Manhattan.

Give Yourself Power
I am not advocating that women accept harassment. I am not suggesting that you should quit before you find another job. I am not saying that Human Resources departments are incapable of managing sexual harassment investigations.

Here is what I'm saying: You are responsible for your career.

I know the economy sucks, but you can find a better place to work if your company tolerates a hostile work environment. Reporting the perpetrator or suing your company is admirable; however, many Americans can't pay for health insurance, let alone pay for legal advice.

The Truth About HR
While most HR departments are staffed with sympathetic souls, they have limited opportunities to change the culture of a company. You can report the incident to HR while you are still employed, but you run the risk of being further victimized by a process that is out of your control.

If you are mistreated at work, you should move quickly to protect your self-interests. Document the situation, find another job, and get the heck out of there. Provide your documentation to HR on your way out the door, and make yourself available if they choose to investigate.

My Bottom Line
You can't control the behavior of other people, but you are in control of your life and your own career. There is no bigger employee advocate than you. Protect your own interests and act accordingly.

Laurie Ruettimann is a writer, speaker and HR exec with Fortune 500 experience. She blogs at Punk Rock Human Resources.