Every employee has the right to work in an environment free from intimidation, coercion, and inappropriate conduct. At Gateway Employment Law, we represent employees who have been subjected to sexual harassment in the workplace. When sexual harassment is severe, persistent, or ignored by management, it may violate federal and state employment laws.
Sex harassment can come from supervisors, coworkers, managers, or even third parties. When employers allow harassment to occur, or fail to address it after complaints, they may be legally responsible for the hostile work environment that results.
What Is Sex Harassment?
Sex harassment occurs when an employee is subjected to unwelcome conduct of a sexual nature or conduct based on sex that is severe or pervasive enough to create a hostile, intimidating, or abusive work environment.
Sex harassment may include:
– Unwelcome sexual advances
– Requests for sexual favors
– Verbal or physical conduct of a sexual nature
– Gender-based comments, jokes, or targeting
– Conduct that interferes with an employee’s ability to perform their job
When this conduct impacts working conditions or creates an abusive atmosphere, it may be unlawful.
Common Examples of Workplace Harassment
Employees may be experiencing harassment if they have encountered situations such as:
– Being subjected to sexual harassment at work
– Receiving unwanted sexual advances from a manager or supervisor
– Being exposed to sexual comments, jokes, or inappropriate messages
– Experiencing inappropriate touching or physical contact
– A supervisor creating a sexually hostile work environment
– Being pressured into inappropriate conduct to keep your job
– Offensive sexual behavior being tolerated by management
– Harassment continuing after it was reported
– Management ignoring complaints about sexual harassment
– A workplace becoming intolerable due to ongoing sexual conduct
When employers fail to intervene or allow this conduct to continue, they may be responsible for the harm it causes.
Quid Pro Quo vs. Hostile Work Environment
Sexual harassment claims typically fall into two categories:
1) Quid Pro Quo Harassment – When job benefits (such as promotions, raises, or continued employment) are conditioned on submitting to sexual conduct
2) Hostile Work Environment – When repeated or severe sexual conduct creates an intimidating, offensive, or abusive workplace.
Both forms of harassment are prohibited under federal and state law.
When Sex Harassment Becomes Illegal
Not every rude or inappropriate comment rises to the level of unlawful harassment. However, harassment may violate the law when it becomes severe, pervasive, or both, and creates an abusive workplace environment.
Employers also have a responsibility to take complaints seriously. When management ignores reports, fails to investigate, or allows the behavior to continue, they may be legally liable.
What To Do If You Are Experiencing Workplace Harassment
If you believe you are experiencing harassment at work, taking steps to document the situation can be important:
– Save emails, text messages, or written communications
– Document dates, comments, and incidents of harassment
– Keep records of complaints made to HR or management
– Note whether the employer investigated or responded to reports
– Avoid signing workplace agreements or severance documents without legal advice
Sex harassment claims often depend on patterns of behavior and how the employer responded, or failed to respond, to complaints.
Talk to Gateway Employment Law
Sexual harassment can have a serious impact on your career and well-being. At Gateway Employment Law, we help employees evaluate harassment claims and pursue accountability when employers allow inappropriate conduct to persist.
If you were subjected to unwanted sexual advances, a hostile work environment, or retaliation after reporting harassment, we can help you understand your rights and determine the next steps.