FAQS About Sexual Harassment in the Workplace

Sexual harassment is a kind of sex discrimination, which is a violation of the 1968 Title VII Civil Rights Act. Although this Act is meant to provide protection, unfortunately, sexual harassment is a kind of crime that is shared in the workplace. The act of sexually harassing another individual comes in many forms of unwanted sexual advances and/or inappropriate conduct.

If you believe you or someone you love is a victim of workplace sexual harassment, it is important to learn your options. Talk to an experienced personal injury attorney who can help you file a claim and an order of protection against your aggressor. You may be entitled to compensation for any losses and damages youve incurred as a consequence of the sex discrimination. In the meantime, continue reading to learn answers to some frequently asked questions about workplace sexual aggravation.

What is Considered Sexual Harassing?

Examples of workplace sexual aggravation includes uninvited touching or massaging, sexual pestering, sexual jokes or comments, suggestive gestures, obscene letters or emails, sending or showing explicit photos, verbal or physical sexual conduct, obsessive staring, stalking, and more. It also includes bribing employees with sexual requests, or making a job conditional based on sexual requests.

What kind of Sexual Harassment Claim Do I File?

There are two dominant forms of sexual harassment claims: Quid Pro Quo and Hostile Work ecosystem. When an employer is bribing an employee with their job, an assignment, a promotion, or other form of employment improvement, or making their employment conditional, in exchange for sexual favors or requests, it is Quid Pro Quo sexual aggravation. When the workplace is too intimidating of offensive as a consequence of sex discrimination, it is Hostile Work ecosystem sexual aggravation.

Is One Incident of Sexual Harassment Enough to File a Claim?

In most situations, yes, but it nevertheless depends. In the event of Quid Pro Quo sexual aggravation in which an employees occupation is conditional on sexual requests by a superior, one time is generally enough to make a case. This method if an interviewee or employee faces denial of employment or promotion upon refusing sexual requests from a superior, they could have a substantial case. If an employee experiences one example of sexual aggravation in the workplace, and the aggravation was not harsh, it could be more difficult to label it as a hostile work ecosystem unless more circumstances of the pestering occur.

Can I Get Fired or Reprimanded for Complaining About Sexual Harassment?

Absolutely not. The 1968 Title VII Civil Rights Act protects all employees from this kind of discrimination. If you are threatened with your job for coming clean about being sexually pestered, contact a personal injury lawyer right away to learn your rights and protect your job.

Do I Need a Lawyer for a Sexual Aggravation Claim?

If you wish to file a claim for workplace sex discrimination, you will need to hire an experienced personal injury lawyer. They have the knowledge, skills, and resources to properly file your claim, probe your case, and retrieve the complete and fair compensation you deserve after experiencing losses and damages as a consequence of the misconduct. Without a licensed attorney, it would be very challenging representing and protecting yourself.