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Have you been a victim of sexual harassment?
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Sexual Harassment Lawyers of Texas will fight for the largest verdict or settlement possible.
We’ve all heard claims like this one: the individual was not forthright enough in reporting sexual harassment. We’ve seen countless instances of people making excuses for themselves rather than taking responsibility. The list below is a checklist that will help you remember what to do if you’re subjected to sexual assault or other forms of sexual harassment.
Aside from the fact that a complaint might stop sexual harassment, there are several legal causes for it to be reported. Companies are only liable for supervisor sexual harassment if the person who was harassed complained and the complaint would have stopped it. Until a complaint of sexual harassment is made, the employer is generally not held liable for the sexual harassment of a coworker.
Make a point of disclosing the most serious aspect of sexual harassment. If, for example, a severe type of sexual harassment occurred such as if the harasser touched your breast or buttocks, be sure to describe it in your complaint to support your proving sexual harassment occurred.
Too many times, employers try to claim that a sexual harassment complaint was not really about sex, but instead about how the complainant did not get along with their boss or that his or her supervisor was being a jerk about work-related concerns rather than actual sexual harassment. We’ve also heard a lot of excuses from employers who claim that the employee failed to report on one of the major components of their sexual harassment claims now in their lawsuit. Allow the employer no escape. Keep a written record of your sexual harassment complaint as evidence.
Make sure your sexual harassment complaint is sent to the proper levels of management and human resources.
Do not forget to remark in your diary that you were sexually harassed and how it occurred on a day you kept a journal. Your diary may be used against you if it reflects lots of feelings of workplace injustice, but fails to mention important and offensive instances of sexual harassment.
For example, avoid stating, “I merely assumed he was being kind.” It makes no sense to tell the employer if you felt this way. They’ll only use it against you.
It is critical to consult with a knowledgeable sexual harassment lawyer when it comes to naming witnesses. It’s not a good idea to put the names of individuals who may or may not have been present during an act of sexual harassment. Putting the names of people who are unlikely to tell the truth might be harmful. Putting no names of witnesses is also dangerous, but because the sexual harasser does not want to get caught, there are usually no eyewitnesses. Who should be a witness is a perplexing question that requires consultation with a qualified sex harassment lawyer.
This is another issue that you should seek advice from a sex harassment lawyer. It may be the wrong approach to say things like, “I don’t want him fired; I can work with him.” When you say that you might be able to work with the harasser, it may be easy for an employer to later defend your sexual harassment lawsuit on the grounds that you said you could work with him, so how bad could he be? One of the most common reasons for which a woman loses her case is because she did not express enough outrage at the situation. However, if you are sexually harassed and don’t want to pursue litigation but simply want someone in your workplace or social group to stop, it’s possible that your sexual harassment lawsuit will reveal that the sexual harasser was a serial harasser.
Act now for a free consultation from our top-rated legal team to discuss any rights or compensation that you may be entitled.
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It is difficult to deal with a sexual harassment complaint on your own. Sexual Harassment Lawyers of Texas has experience in representing people in sexual harassment cases and understands how to strengthen your case. We can assist you in determining the best means of recording what is going on around you. If you file a well-documented sexual harassment claim and your employer fails to properly investigate it or make any effort to correct the problem, your next step will be to submit a discrimination and sexual harassment complaint with the EEOC.
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.
We fight to help victims of sexual harassment get back on their feet.
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.
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