No one should tolerate a workplace environment where an employer allows sexual harassment. It is illegal to discriminate or harass a person in the workplace based on their gender or sex. There are two main categories into which most sexual harassment cases fall – quid pro quo (this for that) cases and hostile work environment cases.
Quid pro quo harassment occurs when sexual advances are made by a supervisor or manager to another employee as a condition of employment. If an employee fails to comply with these unwanted sexual advances and it leads to a demotion, termination or lack of promotion opportunities, it is considered unlawful sexual harassment. The other kind of sexual harassment in the workplace is creating a hostile work environment. Here, an employer knowingly allows a hostile or intimidating work environment based on sex to continue, which can affect an employee’s ability to work.
Some examples of sexual harassment include:
- Making unwanted sexual advances
- Offering benefits in exchange for sexual favors
- Verbal conduct: making sexually derogatory or suggestive comments
- Physical conduct: touching or blocking movements
- Visual conduct: making sexual gestures, or displaying sexually graphic photos
- Retaliating against an employee after a sexual advance is rebuffed
Cases of sexual harassment now include harassment by peers (not just supervisors), women harassing males, and same-sex harassment.
When you have been subjected to sexual harassment, it is common to report it to your supervisor, Human Resources Department or the Equal Employment Opportunity Commission (EEOC). These intermediate forms of remedy can be simplified with the assistance of an experienced attorney. Offensive conduct may entitle the victim to legal recourse through a harassment lawsuit against the employer or another employee. Call us today at (310) 478-4349 or submit your information online to schedule a free consultation to discuss how we can help you with your sexual harassment case.