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Unfortunately, sexual harassment is a problem that occurs all too often in the workplace. According to the EEOC Select Task Force on the Study of Harassment in the Workplace, one out of every four women and one out of every five men have been harassed sexually.
Unwelcome advances, requests for sexual favors, or physical contact of a sexual nature are examples of sexual harassment. If you are subjected to any such conduct that unreasonably interferes with your job performance or creates an intimidating, hostile, or offensive working environment, it may be considered sexual harassment. If you are subjected to a negative employment action as a result of declining any of those actions, it may be sexual harassment. Simple remarks, jokes, or isolated events might not be interpreted as sexual harassment.
There are a few more things to consider:
It is essential that you inform the harasser straight away that his or her behavior is unwelcome and must cease. You should utilize any existing employer complaint procedure or grievance system if one exists and begin to gather any evidence of the sexual harassment.
When considering allegations of sexual harassment, the Civil Rights Division and the Equal Employment Opportunity Commission examine all circumstances surrounding a claim, including the nature of the sexual advances and the location where the alleged incidents took place. On a case-by-case basis, the facts are evaluated in order to determine whether or not charges should be brought.
The most effective approach to prevent sexual harassment in the workplace is to educate employees on its dangers. Employers are urged to implement measures to prevent sexual harassment. They should make it clear that sexual abuse will not be tolerated. They may do so by setting up an effective complaint or grievance procedure and taking immediate and appropriate action when a person reports a problem.
You may have a lot of questions you need to be answered if you are confronted with harassing behavior at work. Among them:
An experienced sexual harassments lawyer may answer these questions and assist you in proving your case.
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.
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Even if you are subjected to abuse, you may need to take certain actions in order to safeguard your rights. Your employer’s policy (and even the law) might require you to inform human resources or management personnel about potential sexual harassment in order for the employer to be held responsible for it. When you’re the target of workplace harassment, it’s critical to know your legal responsibilities. (Note that if the harasser is a manager, the law does not demand that you inform your employer about the abuse in order for them to be held responsible.) A sexual harassment lawyer can assist you in determining the proper HR or other personnel to whom you should report possible harassment. A lawyer can also work with you to develop your description of the harassing behavior. If you get nervous when talking with HR or a manager about your behavior (which is understandable), you’ll be able to convey all of the essential details clearly and rationally.
A sexual harassment lawyer will assist you in preparing to report harassment as well as advise you on additional precautions to take to safeguard yourself. These might include the following:
It can be tough to think clearly when you’re being harassed at work. An employee who is subjected to sexual harassment may be too emotionally exhausted and perplexed to have the perspective on his or her circumstances needed to craft a compelling response. A lawyer may be able to assist you in determining what measures to take.
Your employer is required by law to investigate any sexual harassment allegations. Furthermore, during the investigation, your employer may not take any measures that result in you being fired. An employment lawyer can keep an eye on the investigation to ensure that the employer is following all legal requirements.
Employers are not allowed to retaliate against workers who report sexual harassment. Retaliation can take a variety of forms, and it isn’t limited to write-ups or termination (which may be retaliation). If your bosses remove you from desirable projects or ban you from meetings, events, or even social gatherings after you report abuse, a lawyer might evaluate these activities to determine if they are retaliatory.
A sexual harassment lawyer will also walk you through the formal procedures you may take to respond to sexual harassment. These include submitting a claim of discrimination against your employer with your state’s anti-discrimination agency or the federal Equal Employment Opportunity Commission (EEOC). The lawyer may also discuss with you the benefits and drawbacks of taking this step, as well as the advantages and disadvantages of filing a lawsuit against your employer if you are dissatisfied with its response to your complaint of sexual harassment.
Call us at (888) 997-2148 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.
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