You pay nothing unless we win.
Have you been a victim of sexual harassment?
Speak with a lawyer today.
Call the lawyers you can trust to fight for the justice and compensation that you deserve.
Sexual Harassment Lawyers of Texas will fight for the largest verdict or settlement possible.
Many individuals are confused as to why proving a sexual harassment case in court may be challenging. Because people confuse the general sense of sexual harassment with the legal definition, part of the difficulty is that they confuse the two. Although “street” sexual harassment, such as catcalls, is not prohibited, workplace sexual harassment is prohibited under Title VII of the Civil Rights Act of 1964. Title VII also places a high burden of proof on plaintiffs in order to win their claims for sexual harassment. Victims of workplace sexual harassment may wish to consult with Sexual Harassment Lawyers of Texas experienced staff to see whether they have adequate grounds to make sexual harassment claims.
Quid pro quo or hostile work environment harassment is the most common type of workplace abuse. Quid pro quo harassment occurs when a person in a position of power, such as a supervisor or hiring manager, asks for sexual favors in exchange for a job benefit. It may also cover situations in which a supervisor demands sexual acts as a condition of avoiding getting fired. If the initial behavior was not welcome, this sort of harassment is prohibited whether or not the employee willingly participates.
Harassment that creates a hostile working environment occurs when there is enough of a problem to affect your ability to execute your task. This type of Harassment may include lewd jokes, unwanted physical contact, pornographic displays, or uninvited sexual advances. It is not sufficient for a single incidence to occur.
Act now for a free consultation from our top-rated legal team to discuss any rights or compensation that you may be entitled.
We will fight to get the maximum compensation owed to you for your injuries and losses.
Complete The Form Or Call – (888) 290-5889
The Burden Of Proof For Hostile Work Environment Sexual Harassment Claims
The burden of proof in a hostile work environment lawsuit is also a preponderance of the evidence, which means that you must show by a clear and convincing margin. This form of harassment may be more difficult to demonstrate. To build your case, you must prove all of the following elements:
The courts employ a two-step test in order to assess whether your workplace environment became hostile enough as a result of the harassment. The court will first examine whether the abusive actions would have been considered offensive by a reasonable person. Finally, the court will determine whether the behavior is factually insulting to you.
Even if you decide to file a complaint with the EEOC, you might want to hire a sexual harassment lawyer. It’s vital to know how a lawyer may assist you in building your case if you want to take legal action.
A sexual harassment lawyer will evaluate your situation and see if it qualifies as sexual harassment. They’ll consider the following factors:
A lawyer will want to know how you responded to the alleged conduct, depending on the particular circumstances of your case. They’ll want to know if you responded to the harassment in any manner, such as by responding jokingly to an email or expressing that the harasser’s behavior was inappropriate and distasteful.
If the conduct was objectively obnoxious, your lawyer will also evaluate if any reasonable person would be offended. The act of a male groping a female subordinate, for example, is likely objectively offensive, while other actions might not be so clearly defined.
Your sexual harassments lawyer will want to know if you followed all of the required procedures stated in an employee handbook or formal policy.
If your boss or supervisor finds out the news, he or she will most likely ask if you reported the incident formally within the company’s internal network. This might be your manager, human resources, or another department. They’ll want to know whether you kept any kind of documentation, including a journal, and if you recorded appropriate behavior.
If the sexual harassment resulted in a loss of income, demotion, or reduced hours, your lawyer will want to know whether you are pursuing compensation. If you have any proof to support your claim for losses, your lawyer will consider if it is worth pursuing damages.
Your lawyer will take your credibility into account. If you pursue a claim, you may be called to a court or jury. Your lawyer will undoubtedly consider your personal integrity, work history, physical appearance, and anything else that contributes to your credibility.
If you’ve been subjected to sexual harassment, you must act right away to safeguard your rights.
If you believe you have been the victim of sexual harassment, our team of qualified sexual harassment lawyers is prepared to assist you in pursuing your legal remedies. You may be able to receive compensation.
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 victim 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.
Attorney Advertising. Prior results do not guarantee a similar outcome. The information you obtain at this website is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls or communications. However, contacting us does not create an attorney-client relationship. Please do not send any confidential information to us unless and until an attorney-client relationship has been established, which will be via a signed, written, retainer agreement. This website contains articles and commentary regarding certain jury verdicts. However, a jury verdict often does not reflect the actual amount that a plaintiff receives. Judges often reduce jury awards. Sometimes Judges add attorneys’ fees and other damages to awards. As a result, final awards or settlements, are often for different amounts than the amount awarded by the jury. Many of the jury awards discussed on the website, ended up being dramatically reduced. The depictions on the website that portray lawyers/clients are models and are not the actual lawyers/clients of the firm. The scenes depicted on this website are fictionalized.