Do You Need a DC Sexual Harassment Lawyer?
Have you faced sexual harassment by your manager?
- Do you find work difficult because your colleagues make sexually explicit comments and jokes?
- Is your job unbearable because of the environment created by your co-workers or manager?
Sexual harassment is a form of sexual discrimination and is prohibited in many workplaces by a wide array of state and federal laws — including Title VII of the Civil Rights Act of 1964. These laws protect women and men alike, and usually cover both opposite-sex and same-sex harassment. If you have suffered at work because of sexual harassment by your manager or someone else — or if you have been punished for complaining about such harassment — these laws may help to get your career back on track.
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Sexual Harassment in the Workplace
The sexual harassment attorneys at The Employment Law Group® law firm in Washington DC have experience fighting for employees who have faced this sort of mistreatment in the workplace. Our lawyers have handled matters before the Equal Employment Opportunity Commission, in federal courts, and in various state courts. We helped one client to win a $1 million verdict after she experienced sexual harassment by her supervisor at a car dealership.
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If you have suffered sexual harassment or were terminated for reporting sexual harassment, you may be entitled to reinstatement in your job; back pay for lost wages; front pay for future lost wages; litigation costs and attorney fees; and other compensatory damages.
As with all legal claims, deadlines are crucial. In most jurisdictions, employees have either 180 or 300 days to file a charge of discrimination with the EEOC. Federal employees should be aware that their deadlines are often shorter — sometimes as soon as a few weeks after the adverse employment action.
Frequently Asked Questions
What does Title VII say about sexual harassment?
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and any verbal or physical conduct of a sexual nature that affects an individual’s employment. Under Title VII, sexual harassment is considered to be a form of sexual discrimination. The statute allows employees to make two types of sexual harassment claim: For a tangible employment action, and for a hostile work environment.
How can a plaintiff prove a tangible employment action?
To prevail on this type of claim, an employee must show that:
- He/she was a member of a protected class (not all workplaces are covered, for instance);
- He/she was subjected to unwelcome sexual advances or requests for sexual favors;
- His/her refusal to submit to a supervisor’s sexual demands affected his employment status; and
- The harassing supervisor used his authority to subject the employee to adverse job consequences.
How can a plaintiff prove a hostile work environment?
For a hostile environment claim, an employee must show that:
- He/she was subjected to unwelcome conduct;
- The harassment was based on sex; and
- The harassment was severe or pervasive, and created an abusive working environment.
What if I’ve reported sexual harassment at work — and been punished for it?
Section 704 (a) of Title VII forbids retaliation against employees who file sexual harassment complaints. Prohibited actions include: termination, suspension, demotion, reduction in salary, and any act that might dissuade a reasonable person from reporting sexual harassment.
