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Sexual assault is a traumatic event that changes people’s lives. The psychological wounds may endure for years and are extremely difficult to overcome. We realize how distressing it might be for survivors of sexual assault to take the steps needed to seek legal assistance and financial compensation. We understand that sexual assault compensation can’t erase the distress, but we also realize that it allows survivors to receive medical care and psychological help, acquire lost income and living costs, and take critical measures toward ensuring their safety. Furthermore, a sexual assault compensation payment might be an acknowledgment of the trauma endured.
For these reasons, our lawyers are here to provide a caring and considerate service. We are very dedicated to assisting victims of crime, especially sexual harassment and sexual abuse. With experience and commitment, we will strive to meet the demands of your case.
At a time when you are most vulnerable, seeking compensation for sexual assault might be confusing. Our team of specialized compensation lawyers has the depth of care, understanding, and experience to assist you in filing a claim. Our compensation lawyers have the tenacity and skill to take you through litigation in court if necessary.
We make certain that your case is handled with care and discretion, giving you the highest degree of attention and confidentiality.
We are dedicated to helping you obtain the compensation that will assist you in your rehabilitation and give you all of the assistance and support you require.
Call us for a free case evaluation if you have concerns about sexual harassment or believe you or someone you know maybe a victim. We can’t erase the pain of being a victim, but we can assist you in receiving financial compensation and make sure we avoid it from happening again.
In Texas, there are a variety of behaviors that may lead to a sexual harassment claim. In order for an act to be considered sexual harassment under either state or federal legislation, it does not need to involve any kind of physical contact.
Unwanted, sexual comments might be a form of illegal sexual harassment. Someone being forced to listen to negative remarks about females, in general, is an example of this. It is also regarded as sexual harassment when someone is subjected to uninvited and lewd sexual advances.
Quid pro quo occurs when your boss, supervisor, manager, or business associate offers you some employment advantage in exchange for a kiss, date, or other sexual activity. You may promised a promotion, better office, raise, job offer, or extra paid time off in exchange for giving in to their sexual advances.
A hostile work environment may result from anyone in your workplace, not only your boss, making offensive comments that are sexual in nature, displaying sexually explicit materials, making sexual innuendos, sexual jokes, gestures, or even non-consensual physical touching. Rape and sexual assault may also fall under the category of a hostile work environment in addition to being criminal in nature.
If you’ve been sexually harassed, you don’t have to put up with it any longer. Sexual Harassment Lawyers of Texas will take allegations of sexual harassment seriously and fight tirelessly for justice and compensation.
If you have been the target of unwanted sexual advances or are frequently confronted with sexually charged behavior or statements, contact Sexual Harassment Lawyers of Texas immediately for a confidential consultation so that we can begin working on a strategy to prevent this sort of conduct and protect your rights.
We do this by representing our clients as loyal advocates, many of whom have had negative experiences with their bosses and coworkers. We’re frustrated by the high occurrence of sexual harassment in Texas, but we think it’s feasible to make improvements.
You can send a strong message by hiring one of our highly experienced lawyers to fight on your behalf: sexual harassment will not be tolerated.
If you’d like to talk with us and ask questions specific to your case, call us at (888) 290-5889 for a free case evaluation.
Sexual harassment in the workplace does not just take place in the physical environment. Virtual sexual harassment is a problem that affects many remote workplaces.
Online sexual harassment occurs when an employer, supervisor, or coworker uses electronic means such as text messages, emails, online video meetings, social media sites, and other electronic platforms to make unwanted sexual advances, comments, or contact towards you.
Online sexual harassment can be direct or indirect. You may receive unsolicited sexual advances, remarks, or contact via your online channels if you are subjected to online sexual harassment.
Indirect sexual harassment is any form of sexual language, pictures, stories, or comments about you that are circulated among others. Revenge porn is an excellent illustration of indirect internet sexual harassment.
Sexual Harassment Texas assist victims of online sexual abuse in their virtual workplace.
Most employees are aware that offering bribes or intimidating individuals into engaging in unwanted sexual activity is considered sexual harassment. Sexual misconduct in the workplace, on the other hand, may take a variety of forms. The following are some of the most prevalent examples of this sort of improper behavior:
Additionally, this sort of treatment might also include sexually denigrating a colleague and making inappropriate inquiries about sexual topics. In some cases, displaying calendars, cartoons, photographs, and other graphic materials may be considered sexual harassment.
Sexual harassment in the workplace may result in a variety of problems for Texas workers, and it can jeopardize their ability to support their families. Although this kind of improper behavior is illegal, filing a discrimination claim isn’t always as simple as it appears.
As a result, those who believe they have been sexually harassed should contact a lawyer. A legal professional may assist them in understanding their rights and alternatives as well as lead them through the legal process.
If you’d like to talk with us and ask questions specific to your case, call us at (888) 290-5889 for a free case evaluation.
When you can offer clear proof of sexual harassment, it’s known as direct evidence. You may have an email from your employer in which he states that if you send him a nude photograph, he will give you a raise. This email is the perfect example of quid pro quo sexual harassment allegations.
Disparate evidence demonstrates a link between sexual harassment and negative employment actions. For example, your employer asks you on a date every day for over a month. You submit a complaint to HR regarding continuous sexual harassment. You had excellent employee evaluations and written congratulations throughout this time and all previous periods. After you informed HR about the problem, your employer suspended you for two days for being 2 minutes late to work. This is an example of disparate evidence.
When a policy encourages sexual harassment, it is called policy evidence. Company rules, for example, insist that all women wear dresses or skirts above their knees and tailored shirts. This dress code is exclusively directed at women. It establishes a dress code that is at odds with the requirements of one’s job. As a result, it serves as policy evidence.
If you are a victim of sexual harassment in Texas, you may be eligible to file a claim with the federal agency that handles workplace discrimination, the Equal Employment Opportunity Commission (EEOC) and in Texas, a discrimination claim can be filed with the state administrative agency, the Texas Workforce Commission, Civil Rights Division (TWC-CRD) or the federal administrative agency, the Equal Employment Opportunity Commission (EEOC), whichever is appropriate.
To process claims, It’s not necessary to file a claim with both agencies; as long as the claimant specifies which one of them she or he wants to “cross-file” the claim with, it may be filed with either of them.
Employers are now liable for co-worker sexual harassment if they had knowledge or should have suspected the behavior and failed to take quick corrective action. An employer commits an “unlawful employment practice” under the new Texas statute if sexual harassment occurs and the employer, its agents, or supervisors either knew or should have known that sexually harassing conduct was taking place. The employer fails to take immediate and appropriate corrective action if this happens.
The new legislation does not define the term “immediate and effective corrective action.” Once a court determines whether an employer’s actions were sufficiently immediate and appropriate, it will make a case-by-case fact-finding as to whether the company’s steps were adequate.
Claims for sexual harassment under the Texas Labor Code must be made to the Texas Workforce Commission within 300 days of when the incidents are said to have taken place.
Sexual harassment settlements may be frightening and uncomfortable. The most crucial step you can take if you intend to file a workplace sexual harassment lawsuit or are considering it is to contact an experienced sexual harassment lawyer with a track record of successfully handling similar matters. Employers seldom take sexual harassment allegations seriously unless they are handled by an experienced sexual harassment lawyer.
Call us at (888) 290-5889 for a free, no-obligation consultation and case evaluation. We have the knowledge to help you fight and win your sexual harassment claims. We operate on a contingency basis, which means you don’t pay us unless we win your case.
Call us for a free case evaluation if you have concerns about sexual harassment or believe you or someone you know maybe a victim. We can’t erase the pain of being a victim, but we can assist you in receiving financial compensation and make sure we avoid it from happening again.