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SEXUAL HARASSMENT ATTORNEYS

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SEXUAL HARASSMENT SHOULDN’T BE TOLERATED

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Our sexual harassment attorneys and discrimination lawyers can help with any
workplace abuse case. If you have been harassed at work, please contact us
today. Call 800-672-3103 for a Free confidential consultation. Our sexual
harassment attorneys represent plaintiffs who have been part of a hostile work
environment or have suffered abuse and discrimination in the workplace.

Sexual harassment is an unlawful behavior that violates Title VII of the Civil
Rights Act of 1964. However, identifying the conduct that leads to harassment
isn’t always easy. For every clear-cut example of improper demeanor, numerous
situations fall under a grey area. Maybe your colleagues keep commenting on your
appearance, or your boss has the habit of making sexually charged jokes that
make you feel uncomfortable. How can you tell when this type of attitude has
crossed the line and risen to the level of violating the law? A qualified sexual
harassment lawyer can educate you about the many faces of unwanted sexual
behavior and help you take legal action against your offender. They will defend
your rights and help you pursue justice. At USAttorneys we believe that you
deserve to work in a safe and lawful environment. We’ve made it our purpose to
help you stand up for your rights, make your voice heard, and receive the
compensation you deserve.




STILL A GRIM REALITY OF TODAY’S WORKPLACE

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Employees must attend training that teaches them how to prevent sexual
harassment. Companies must offer proof that they’ve educated their employees on
anti-harassment policies to avoid liability. However, in most instances, this
type of preventive behavior isn’t effective. As a result, sexual behavior is
still a fundamental problem and a grim reality in most workplace environments.

The problem is that while this type of training manages to teach employees basic
information, such as how they can report violations, it promotes and reinforces
gender stereotypes. Thus, instead of addressing the cause of the problem, they
create a breeding environment where men are portrayed as sexual predators while
women are weak and vulnerable.

Educating employees on the legal standards of unwanted sexual advances is
paramount. People must know what constitutes unlawful behavior and what they
should do if they’ve been the victim of it. Making employees aware of their
rights and obligations is the first and crucial step to a safe and lawful
workplace environment.
However, if companies want to reduce the possibility of sexual harassment in
their offices, then they must create a culture in which all employees are
treated as equal, regardless of their gender, race, or sexual orientation.

Companies have the obligation to create a safe and comfortable environment for
their employees. If one of your colleagues or your manager is acting
inappropriately, requesting sexual favors, or making offensive comments, then
you have the right to file a complaint. If the company has done nothing to
remedy the situation, then you should seek the counsel of a sexual harassment
lawyer.




THE LEGAL STANDARD

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By law, sexual harassment includes any unacceptable sexual advances, request for
sexual favors in exchange for certain benefits, or any verbal or physical
persecution of a sexual nature. It can also include offensive remarks about a
person’s sex, such as making disrespectful comments about women.

Title VI of the Civil Rights Act of 1964 also states that for the behavior to
become unlawful, it must be so severe that it creates a hostile work environment
that affects employees’ morale and their emotional well-being.

While these legal standards can be helpful, the situation can become rather
difficult to manage when you or someone around you faces such an issue.

If you suspect that you’ve been the victim of unwanted sexual advances, then a
sexual harassment lawyer can instruct you on your rights and guide you in your
pursuit to take legal action.

Sexual assault is a different matter and requires experienced discrimination
lawyers.

Contact Us

Are you or someone close to you experiencing any of the following issues?

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 * Sexually explicit jokes;
 * Unwanted language, emails or phone calls;
 * Requests for sexual favors in exchange for a raise or promotion;
 * Inappropriate touching;
 * Sexual Assault;
 * Retaliation after filing a harassment complaint;
 * Hostile workplace environment;

A specialized employment lawyer can analyze your situation and evaluate the
viability of your case. By filing a suit against your harasser, you can obtain
justice and the compensation you deserve. Don’t ignore improper behavior
thinking that it’s just a solitary act. A single incident can create a precedent
that will, eventually, lead to a negative and insecure environment.

ADDRESS AND REPORT SEXUAL MISCONDUCT.

According to an EEOC task force report, almost one-third of the approximately
90,000 charges received by EEOC in fiscal year 2015 included an allegation of
workplace harassment. This includes, among other things, charges of unlawful
harassment on the basis of sex (including sexual orientation, gender identity,
and pregnancy), race, disability, age, ethnicity/national origin, color, and
religion. Victims of sex-based harassment often deny or tone down an egregious
situation to avoid or ignore the negative behavior.  An estimated three out of
four employees who have experienced some form of sexual harassment at work do
not even report it to their supervisor, or human resources department.  Talk to
sexual harassment attorneys about concerns that the conduct by a person who may
be controlling their work activities, including promotion and upward mobility
outweighs inaction to a reported claim, concerns of transferred blame to the
employee, and social/ professional stigmatization and retaliation.

WORKPLACE POLICY.

The victim should directly inform the harasser that their conduct is unwelcome
and insist that it stops if they are not afraid. Employer policies should be
referenced and a victim should use any employer complaint mechanism, or
grievance system available. The more information contained in the complaint
including proof of the allegations where possible will give strength to claims
taken to the Equal Employment Opportunity Commission (EEOC).  When investigating
allegations of sexual harassment, EEOC looks at the circumstances, such as the
nature of the sexual advances, and the context in which the alleged incidents
occurred. A positive settlement award may be the result of a strong case
presented by experienced legal counsel.

EMPLOYER AWARENESS.

A sexual harassment law firm can explain tips for prevention, as it is the best
tool to eliminate sexual harassment in the workplace. Employers are encouraged
to take steps necessary to prevent sexual harassment from occurring. They should
clearly communicate to employees that sexual harassment will not be tolerated.
They can do so by providing sexual harassment training to their employees by
establishing an effective complaint, or grievance process, and taking immediate
and appropriate action when an employee complains. Sexual harassment lawyers can
assist human resource departments as they develop and maintain standard
operating work policies to support methods that deter sexual harassment in the
workplace.

LEADERSHIP.

Leadership and workplace culture may have a positive impact on the reduction of
sexual harassment in the workplace through harassment prevention efforts that
include standard operating policies with outlined requirements of reporting,
maintaining confidentiality, and professionalism.  Committing to a respectful,
diverse, and inclusive employee cohort and ensuring that anti-harassment efforts
are given priority in the workplace.  Management training must be geared toward
the reduction of workplace harassment versus the consequences of legal action
and liability concerns and costs to employers.

Supervisors and other responsible department personnel who observe, are informed
of, or reasonably suspect sexual harassment claims might be filed, should
immediately report such incidents and initiate prompt investigation. Supervisors
should take effective measures to ensure no further apparent, or alleged
harassment of the victim occurs, pending completion of an EEOC investigation, or
other legal action. Employers should attempt to maintain the privacy of the
alleged victim and harasser while a complaint is being investigated.  Necessary
steps should also be taken to ensure that the employee victim is protected from
retaliation for reporting sexual harassment in compliance with federal laws.


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THE TYPES OF SEXUAL HARASSMENT

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Offensive sexual advances take many forms. In most cases, the improper behavior
is obvious and calls for immediate action. However, there are instances when the
harasser is so subtle that, although they make employees feel uncomfortable,
they can’t exactly pinpoint the problem.

One way to know when a certain behavior is not acceptable from a legal
standpoint is to understand the difference between the types of sexual
harassment claims.

Quid Pro Quo

According to the law, quid pro quo refers to the practice of asking for sexual
favors in exchange for certain benefits, such as a raise, a promotion, or
special job opportunities. Although the harasser didn’t engage in inappropriate
behaviors, such as making sexually-charged jokes offensive comments, or
inappropriate touching, this type of behavior classifies as sexual harassment.

It doesn’t matter if the request for sexual favors is explicit or implicit. Quid
pro quo acts range from blunt sexual assault to more subtle behaviors, such as
requesting a date in exchange for information regarding a job opportunity.

Contact Us


HOSTILE WORK ENVIRONMENT

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Unwelcome sexual advances, offensive sexual remarks, or any inappropriate verbal
or physical, sexual conduct can create a hostile work environment. Although
these parameters are pretty well-defined, the court will usually determine if a
behavior classifies as harassment by trying to determine what a reasonable
person would consider inappropriate conduct.

Some of the factors they take into consideration include:

Was the misconduct verbal, physical, or both?
How frequent was it?
How offensive was the behavior?
Was the alleged harasser a colleague or supervisor?
Were other persons involved in perpetrating the harassment?
Was the harassment directed at one or more individuals?

Regardless of the type of harassment you are facing, a professional lawyer can
educate you on your workplace rights and teach you how to stop the unwelcome
conduct. They will give you a thorough and honest evaluation of your claim and
tell you if it’s worth pursuing. They will also inform you of the different
legal actions you can take to obtain justice against your harasser and receive
the correct compensation.


FINDING A LAWYER SHOULD BE SIMPLE



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