Sexual harassment is one of the most common types of discrimination. No one should have to endure sexual harassment at work. If a fellow employee or your employer is making inappropriate comments or trying to pressure you into a sexual relationship, speak with a sexual harassment attorney right away. Federal law prohibits sexual harassment in the workplace. Sexual harassment can be verbal or physical and victims could be of either gender. Types of sexual harassment include the following:
Sexual harassment consists of unwanted advancements by an employer, co-worker, an agent of the employer, or even a non-employee in the workplace. Sexual harassment could even occur outside of the workplace, such as at a holiday office party. Even those who aren’t direct targets of the harassment but who have been negatively impacted by the aggressor’s behavior are considered victims of sexual harassment. It isn’t considered sexual harassment if the behavior was welcomed or encouraged.
“Quid pro quo” sexual harassment happens when unwelcome sexual conduct is made the basis for employment decisions. Quid pro quo means “this for that”. For example, if a boss tries to pressure an employee to enter into a sexual relationship in order to grant that employee a promotion, it is considered quid pro quo sexual harassment. If an employee rejects sexual advances and it leads to the loss of his or her job or promotion, that is also considered quid pro quo harassment.
The most common type of sexual harassment is called “hostile work environment” harassment. A hostile work environment is one in which unwanted verbal or physical harassment interferes with someone’s ability to do his or her job. Minor, isolated incidents may not qualify as hostile work environment harassment. It’s best to discuss your case with a sexual harassment attorney to determine whether the conduct you’ve experienced is offensive enough to be considered sexual harassment.
If you are the victim of sexual harassment, file a complaint with your employer immediately. Take specific notes about the incident and the words used if the harassment was verbal. This documentation will come in handy if you decide to take legal action against the aggressor. A lawsuit would penalize both the aggressor and your employer for failing to prevent the harassment.
Pursuing a sexual harassment claim can be challenging and requires the expertise of a seasoned sexual harassment attorney. Sexual harassment is sometimes subjective, so it’s important to be able to demonstrate a clear pattern of harassment. Furthermore, many people are uncomfortable testifying in sexual harassment cases, so providing documentary evidence is often critical.
No one should have to tolerate unwelcome sexual advances and comments in the workplace. The sexual harassment attorneys at Jones Law Group have substantial experience pursuing sexual harassment claims and can aggressively advocate on your behalf. Call (614) 545-9998 or contact us online to schedule a free initial consultation with our lawyers.
Q&A on COBRA Requirements
Employers that fail to send employees a proper COBRA notice may be required to pay employees up to $100 per day per beneficiary, plus attorney fees and damages. If you did not receive a proper COBRA notice give us a call for a free consultation at (614) 545-9998. Q1: What is COBRA continuation health coverage? […]READ MORE →
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