Sexual Harassment Lawyers
Employees have a right to an environment free from sexual harassment at work. Employees who experience sexual harassment may not only feel uneasy and unsafe, but it may also put a heavy mental strain on them and make them unsure of their job prospects if they refuse to put up with the harassment.
Thankfully, the #metoo campaign has significantly altered how society views sexual harassment. The #metoo movement has given victims the confidence to come forward and make their allegations, when in the past they were frequently dismissed. This has happened both inside and outside of the workplace.
The opportunity to seek justice for the sexual harassment you’ve endured has never been greater. Please contact one of the skilled sexual harassment attorneys in our network by calling 1-800-THE- LAW2 right now. The consultation is complimentary and private.
Sexual harassment is described by the U.S. Equal Employment Opportunity Commission (EEOC) as unwanted sexual behaviour, solicitations for sexual favours, and other verbal or physical conduct of a sexual character when:
Such conduct has the intent or effect of unreasonably interfering with an individual’s ability to perform their job duties or producing an intimidating, hostile, or offensive work environment.
Such conduct may be made either explicitly or implicitly a term or condition of an individual’s employment, or submission to or rejection of such conduct by an individual may be used as the basis for employment decisions affecting such individual.
Whether the behaviour is “unwelcome” is crucial for determining whether it constitutes sexual harassment. Sexual harassment may not necessarily have occurred if the behaviour was welcomed.
For instance, it wouldn’t be sexual harassment if you agreed to go on a date with your coworker and consented to their kissing (unless there is some other unwelcome conduct involved).
The following actions are examples of sexual harassment but are not limited to them:
- providing unecessary sexual attention (i.e., touching, leering, or jokes)
- putting pressure on or coercing a worker into having sex
- exposing a worker to porn without their consent
- retaliating against a worker who reported sexual harassment
- Terminating or not promoting a worker because she is pregnant
- exposing a worker to slurs, insults, or comments that are sexually explicit
- presenting an employee with provocative or offensive letters, notes, or invitations
Consider the scenario when you are working late one night and receive an email from a coworker. When the email is opened, you find that it has obscene attachments. Additionally, your colleague explicitly states that they intended to send the email (with the related attachments). You’ve done this before, and you’ve let your colleague know that you don’t want to see anything sexually explicit and that they should stop.
You would most likely have a valid claim for sexual harassment in these circumstances. There could be large damages owed.
Employees Have Legal Protections
Employees have strong protection from sexual harassment under the law. Sexual harassment is clearly prohibited by the Fair Employment and Housing Act (FEHA), and it is also illegal to discriminate on the basis of a person’s sex under Title VII of the federal Civil Rights Act of 1964. Your attorney will specify the ways in which your rights have been infringed and advise you on the best way to proceed with a lawsuit.
The following are some examples of losses for which victims may be compensated:
- Mental suffering
- Retaliation
- loss of reputation, loss of money, and more Don’t be scared to respond in
In the event that your workplace rights have been infringed, you should speak with a lawyer as quickly as you can. You have 180 days under the law to submit a complaint with the EEOC (other deadlines apply to various state employment agencies). Get legal counsel as soon as possible to give your attorney ample time to look into your claim, prepare a compelling defence, and submit the required documentation.
Punitive Damages—Increasing Reimbursement
There may be further punitive damages available in employment conflicts, particularly those involving allegations of sexual harassment.
Punitive damages double the overall amount of damages. For instance, if your claim for sexual harassment is valued $100,000, you might also be entitled to $700,000 in punitive damages, for a total of $800,000.
Punitive damages are intended to “punish” the defendant and deter others from acting in a similar manner in the future. The victim must demonstrate that the offender committed purposeful, malicious, or outrageous misbehaviour, which frequently includes sexual harassment.
Let’s say, for instance, that you experience workplace harassment. Your supervisor touched you improperly despite your requests for them not to. This is considered sexual aggression towards you. Your company responds to your complaint by telling you to “stop complaining” and doing everything in their power to keep your boss from being exposed as a sexual harasser, including destroying evidence and damaging your reputation at work. Punitive damages should be awarded because of this behavior’s egregiousness and malice.
Bonus punitive damages may be awarded, but the court has the option to not do so. As a result, it’s crucial to engage with a qualified lawyer who can craft a strong case for punitive damages.
Threats and Retaliation at Work
Employers frequently take adverse action (or threaten to take adverse action) against sexual harassment victims in an effort to get them to settle out of court. For instance, if a victim of sexual harassment reports the harassment to the EEOC, the employer may threaten to dismiss them.
The entire country of the United States prohibits retaliation. You may be entitled to hefty damages as compensation if you were victimised because you used your legal rights as an employee.
Retaliation is actually a different claim from sexual harassment, which can make it considerably simpler for you to obtain a sizable damages award.
If you’ve experienced sexual harassment, you should act right away. Speak with a qualified sexual harassment lawyer. Waiting too long can make it more difficult to obtain the necessary evidence and can diminish the apparent veracity of your assertions.
Contact an Experienced Lawyer
If you’ve suffered losses due to another’s fault, then the law may entitle you to sue the responsible parties and recover damages as compensation. As the case develops, however, you may find that it is more complex — and more challenging — than you initially thought..
If you’ve suffered losses due to another’s fault, then the law may entitle you to sue the responsible parties and recover damages as compensation. As the case develops, however, you may find that it is more complex — and more challenging — than you initially thought.