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Title VII (Sexual Harassment) Claims

The Laws Governing Sexual Harassment at Work

 

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees on the basis of sex, race, color, religion, or national origin. This includes protection against sexual harassment in the workplace. Other federal laws such as the Civil Rights Act of 1991 and the Americans with Disabilities Act also offer additional protections for victims of sexual harassment.

Furthermore, many states have their own laws that provide additional protections against sexual harassment at work. In Florida, for example, state law prohibits discrimination based on sex or gender in employment practices and offers remedies to victims of sexual harassment. If you are dealing with a claim or lawsuit alleging sexual harassment, attorneys well-versed in these laws and can help you navigate the legal system.

What Constitutes Sexual Harassment in the Workplace?

Sexual harassment can take many forms, and not all of them are as obvious as physical or verbal advances. Some examples that sexual harassment attorneys deal with include:

  • Unwanted touching

  • Offensive comments or jokes about a person's sex or gender

  • Displaying inappropriate materials or images

  • Making sexually explicit gestures

  • Promising work benefits in exchange for sexual favors

  • Threatening to harm an individual's career if they do not comply with sexual requests

  • Creating a hostile work environment through repeated actions or comments of a sexual nature

 

It is important to note that sexual harassment is not necessarily limited to interactions between a superior and subordinate. It can sometimes occur between coworkers, clients, customers, or any other individual in the workplace.

How We Can Help

Navigating the legal system can be daunting, especially when dealing with issues as sensitive as sexual harassment in the workplace. A knowledgeable and experienced attorney can:

  • Explain your rights and legal options: a lawyer can educate you on your rights and help determine the best course of action.

  • Gather evidence: A workplace lawyer can assist in gathering any necessary documentation or evidence to support your case, such as witness statements, emails, and other relevant materials.

  • Handle communication: A lawyer can communicate on your behalf to ensure that all legal requirements are met and that your rights are protected.

  • Negotiate a settlement: Sexual harassment cases often end in settlements rather than going to trial. A skilled attorney can negotiate on your behalf for a fair resolution.

  • Represent you in court: If your case does go to trial, an attorney can represent you and present your case in court. They will use their legal knowledge and experience to argue for the best possible outcome on your behalf.

 

Types of Sexual Harassment

 

Sexual harassment in the workplace can take many forms and can be categorized broadly into two types: quid pro quo harassment and hostile work environment.

 

Quid Pro Quo Harassment

 

This type of harassment occurs when a job benefit—such as promotion, raise, or even continued employment—is directly linked to the employee submitting to sexual advances or conduct. For example, a supervisor might condition a raise on an employee's agreement to date them or might threaten to fire an employee unless they comply with sexual demands.

 

Hostile Work Environment

 

This category of harassment involves a workplace atmosphere that is intimidating, hostile, or offensive due to sexual conduct or comments. Examples can include inappropriate jokes of a sexual nature, unsolicited sexual advances, circulating explicit or suggestive images, or making derogatory comments about someone's gender. Even a single incident, if severe enough, can constitute a hostile work environment.

Physical harassment, such as unwanted touching or groping, can also fall under the category of hostile work environment. It's important to note that the harasser does not necessarily have to be a supervisor or higher-ranking employee for it to be considered

 

sexual harassment.

 

Visual harassment, such as lewd gestures or making obscene sexual gestures towards someone, is also considered a form of hostile work environment.

Verbal harassment, including unwelcome sexual comments and jokes, can also contribute to a hostile work environment.

If you believe that you have a Title VII sexual harassment claim or issue, consult with us for guidance and representation.

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