Sexual harassment is unwanted verbal or physical action of a sexual nature that occurs in the workplace. Sexual harassment is actionable under federal law when either:
The victim of sexual harassment does not need to be the intended recipient. In addition, a harasser can be a supervisor, co-worker, contractor, or even customer or client. The harasser can be male or female, including the same gender as the victim.
If an employer does not remedy a situation involving sexual harassment after hearing about it, then the employer can be liable for sexual harassment.
Unwanted sexual conduct can take many forms. Some common types of sexual harassment include:
Title VII of the Civil Rights Act of 1964 prohibits discrimination in the workplace based on race, color, religion, sex, and national original. If your organization has 15 or more employees, it is governed by Title VII. This includes private employers, local governments, federal agencies, labor organizations, and employment agencies.
Under Title VII, you have the right to fair treatment by the employer and in the workplace. In addition, you have the right to report unwanted sexual actions without fear of retaliation. Thus, under federal law, it is illegal for an employer to retaliate against you be demoting or firing you if you oppose the sexual harassment, report unwanted actions, sue the employer, or help with an investigation.
You should first report the sexual harassment through your employer’s complaint resolution system. Many organizations have a mechanism for handling allegations of discrimination and harassment, which may include a formal investigation process, interviews, and appealable decisions. Consult your employee handbook or contact your Human Resources department for more information.
If this process does not resolve the issue, you can file a harassment complaint through the Equal Employment Opportunity Commission (‘EEOC’). The EEOC handles all federal complaints of workplace discrimination and harassment under Title VII.
You must file your EEOC complaint within 180 days of the date of the sexual harassment. If multiple acts occurred, each act has its own 180-day deadline, though you can file one complaint that covers all acts.
To file, you must either visit an EEOC local field office or file by mail. In your complaint, include:
The EEOC will review your complaint and may ask for more information via a questionnaire. If the EEOC decides to pursue your complaint, the EEOC will assist you in completing an official EEOC charge form. However, if the EEOC does not decide to pursue your claim, then you may file a civil lawsuit against the employer.
Sexual harassment claims are extremely difficult to investigate and prove, especially if you no longer work for the company. While the EEOC is tasked with investigating sexual harassment complaints, it does not have the time or resources to do a thorough inquiry into each complaint. An experienced employment lawyer can help evaluate your claim, advise you of your rights, help you navigate federal law, investigate your case, and pursue civil employment discrimination claims in court.
Last Modified: 05-19-2015 02:58 PM PDTLaw Library Disclaimer
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