• Direct sexual conduct by an employer takes place when an employer or officials from a management position makes obvious sexual remarks or actions towards an employee.
• Quid pro quo sexual harassment involves direct verbal requests for sexual favors especially when a senior supervisor or manager of higher rank retain promotional opportunity or workplace benefit conditional against performing sexual favors. This may also include withdrawal of benefits, altering appraisal of an employee for rejection of sexual favor.
• The hostile work environment is another kind of sexual harassment in the workplace and occurs as someone of the workplace involves in such harassment that makes it difficult for an employee to carry out his/her job any more.
Sexual harassment in the workplace- some common examples
o ‘Jokes’ or comments about a the physical appearance or body of an employee;
o ‘Jokes’ of any sexual nature;
o Appeals for a dating or sexual favors;
o Touching the parts of a person’s body deliberately without having consent;
o Spreading gossips or discussing the sex life of another employee;
o Indications of sexual acts, sending emails or pictures of sexual nature to some other person;
Prohibition of Sexual Harassment Laws
Sexual harassment laws are there at both the federal as well as state levels that prohibit workplace harassment according to gender or sex. In addition, the federal government and states are outfitted with public and authorized private departments that investigate on sexual harassment cases as imposing laws that forbid sexual harassment, particularly in the place of work. The United States Equal Employment Opportunity Commission refers to as ‘EEOC’ equally implements sexual discrimination harassment laws in the workplace on the federal level.
If you’re intended to sue a file harassment case, get the assistance of sexual harassment in the workplace lawyer while ensuring that the claim is made EEOC within 180 days of the conduct. Maintaining deadlines for filing usually differ from one state to another.
Employers or senior officials of the company are proscribed from retaliating against staff having reported on sexual harassment. This prohibits employers to any negative action against the employee like demotions, termination, decreasing pay or restricting benefits.
Filing a Sexual Harassment Claim
Unfortunately, making a lawsuit on workplace sexual harassment is not an easy task. Due to the fast increase of sexual harassment in the workplace ( https://www.akopyanlaw.com/attorneys/ ), it has been a legal compulsion for employers to post a regular notice about their policies in regard to sexual harassment in the workplace, which should include:
To whom an employer should report directly for sexual harassment;
The procedures to be followed by the employer for investigation regarding the claim;
The corrective as well as very strict steps taken by the employer once the person at-fault in caught;
Remarkably, the procedure of your employer should be clear-cut informing the details so that you can make your complaint through the HR department of your company. In case, you’re failed to report through the office, get instant assistance from sexual harassment in a workplace lawyer.