In 2015, over 6,800 Americans filed sexual harassment complaints with the Equal Employment Opportunity Commission (EEOC). Sexual harassment comes in many forms. Sometimes, harassment is quid pro quo, such as when a supervisor demands sexual favors in exchange for job retention or advancement. Other times, you may experience a hostile work environment when there is severe and ongoing sexually offensive behavior (including unwelcome advances).
Different liability rules apply, depending on whether the harasser is a company leader, a supervisor, or a co-worker. Although women are typically the victims of sexual harassment, both genders experience this unwelcome and illegal behavior.
Federal, state, and municipal laws clearly prohibit harassment based on sex, gender, sexual orientation, and gender identity. If you have experienced sexual harassment, you may be entitled to compensation and damages. You also may have a criminal case against the harasser, depending on his or her behavior.
An employer's liability for sexual harassment depends on the harasser's position in the company or workplace, and the kind of sexual harassment being alleged. So, even if you can prove that you experienced sexual harassment, it is possible that your employer may not be liable.
However, an employer has additional responsibility to hold other co-workers or supervisors liable for their actions, involvement, and behavior associated with sexual harassment. It is unlawful for a employer to ignore the situation and fail to take remedial steps to fix the situation.
Sexual harassment can vary depending on the situation and the persons involved in the conduct. Some types of behavior that are considered sexual harassment are:
If you believe that you are facing sexual harassment at work by your employer, you may do the following steps:
Do not wait to file your complaint. In most cases, you only have up to 6 months or 180 days from the date of the conduct to file a sexual harassment or discrimination charge.
After you have filed the sexual harassment complaint with the EEOC, the EEOC will notify your employer that you have filed charged and will start an investigation regarding the matter. If the EEOC finds that there is truth to the allegations during the investigation, it will file a lawsuit in federal court against your employer. During this process, an employer is prohibited to retaliate against you or any other employee because of the charges that were filed.
A Right to Sue letter indicates that EEOC has closed its case and gives you the right to file a private lawsuit. If you file a federal lawsuit before receiving a Right to Sue letter, it will be dismissed. Once you receive a Right to Sue letter, you must file a federal lawsuit within 90 days. If you need help with a lawsuit, contact a sexual harassment lawyer for help. A lawyer can ensure that you meet all of the filing requirements and help you throughout the litigation process.
As stated earlier, the employer should appoint an internal investigations committee. However, such a committee should include at least one person outside the company’s management structure to help relieve any potential for bias or corruption. In addition, any investigation must not have either alleged perpetrators or victims conducting the investigation.
The investigation should include interviews with both alleged harassers and victims to help create a feeling of neutral and objective questioning. During the investigation, it may be wise to separate the parties from one another. Such separation, however, should not significantly burden either the assumed victim or perpetrator because such an oppressive move might be considered retaliatory punishment.
Sexual harassment victims may entitled to a variety of compensation and remedies, including:
Compensatory and punitive damages are only permitted if there is evidence of willful or intentional violations. Damages are calculated on a case-by-case basis. The value of your claim will depend on its individual facts.
Employment discrimination claims are complicated because procedural laws vary depending on where and when you file your claim. An employment lawyer can help you determine if you have a sexual harassment case, figure out if your employer can be held liable, and also help you with EEOC and FEPA filing deadlines. Also, because agencies will not get to your claim immediately, a lawyer can help you investigate and pursue alternative remedies. If you are being sued for employment discrimination, you should speak to a lawyer immediately.
Last Modified: 03-07-2018 10:11 PM PSTLaw Library Disclaimer
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