Despite laws against it, sexual harassment is all too widespread in the workplace. Neither sex is immune. Sexual harassment comes in various forms, including but not limited to inappropriate touching, explicitly sexual jokes and anecdotes, sexually explicit questions or conversations, sexually explicit statements, and pressure or solicitations to get intimate. Learn more by reading on.
Companies with fifteen or more workers are subject to Title VII of the Civil Rights Act of 1964, a federal statute that forbids sexual harassment. According to the U.S. Equal Employment Opportunity Commission (EEOC), sexual harassment occurs when an individual’s employment is affected, whether directly or indirectly, when an individual’s work performance is unreasonably hindered, or when a hostile, intimidating, or offensive work environment is created. There is a wide variety of sexual harassment. A physical contact is not necessary. Actually, it includes all forms of unwanted sexual advances, such as:
- Inquiries regarding sexual favors
- Intrusive sexually explicit language
- Negative remarks based on a person’s gender
- Intercourse that is sexually explicit but not desired
- Sexually explicit remarks intended to humiliate the victim
Consult an experienced employment attorney who specializes in sexual harassment cases for guidance and representation when unwanted behavior progresses from being mildly bothersome or an isolated incident to creating an atmosphere that any reasonable person would perceive as intimidating, hostile, or offensive.
How Can You Get Relief From Sexual Harassment In Austin?
Make sure you document each incident of sexual harassment you experience on the job. Document everything the harasser says or does, whether it is in writing (emails, texts, etc.). Find out what options you have for reporting harassment by reviewing your employer’s policies. Contact a caring attorney at our firm to talk about your options. A sexual harassment lawyer can provide you with the knowledge and tools you need to assert your right to a harassment-free workplace.
Who Should Do What To End Sexual Harassment?
In the event that an employee is subjected to sexual harassment at work by a supervisor and the victim suffers a negative outcome as a consequence of the harassment, such as being fired without fair cause, not being given opportunities for promotion, or losing earnings, the employer is automatically held financially accountable.
Suppose an employer can demonstrate that it took reasonable measures to halt the harassment and that the harassed individual did not use those opportunities to their advantage. In that case, the business can avoid culpability for sexual harassment that creates a hostile workplace.