Sexual Harassment Lawyer Near Me

Title VII of the Civil Rights Act prohibits discrimination based on sex in the workplace. This includes sexual harassment, which is considered to be a form of sex discrimination and so is strictly prohibited in workplaces with 15 or more employees. When these rights to be free of discrimination are violated, the victim can hold the responsible party accountable in court, so if you were discriminated against because of your sex, as either an employee or an applicant, you should contact an experienced sexual harassment lawyer who can help you seek compensation for your losses.

What is Sexual Harassment?

As a form of sex discrimination, sexual harassment is prohibited under both state and federal law. Conduct that constitutes as sexual harassment includes, but is not limited to:

  • Making unwelcome sexual advances to an employee or applicant;
  • Requesting sexual favors; and
  • Physical contact or verbal abuse of a sexual nature.

In fact, harassment does not have to be sexual in nature to qualify under Title VII, as even making offensive remarks about a person’s sex constitutes sexual harassment. It is unlawful, for example, to harass a woman in the workplace by making offensive comments about women in general. It is also not necessary for the victim and the harasser to be of different sexes.

It is important to note that federal law does not bar simple teasing, isolated minor incidents, or offhand comments. Instead, the law focuses on conduct that is so frequent or severe that it:

  • Interferes with the victim’s work performance;
  • Creates a hostile or offensive work environment; or
  • Results in being demoted or even fired from a position.

This is true regardless of whether the harasser is a victim’s supervisor, a co-worker, or a client or customer of the business.

Who is Protected from Sexual Harassment?

Federal anti-discrimination laws apply to employers who have 15 or more employees, including both state and local governments, as well as employment agencies, labor organizations, and federal agencies. Because it has a limited scope, many employees are left without protection from sexual harassment. Fortunately, Ohio law fills in these gaps by prohibiting sexual harassment in the workplace under the Ohio Civil Rights Act. Unlike Title VII, this law applies to all public and private employers who have four or more employees working for them.

This statute explicitly prohibits unwelcome sexual advances, requests for sexual favors, and other conduct that constitutes harassment when:

  • Submission to the conduct is made a term or condition of the target’s employment;
  • Rejection of or submission to the behavior is used as the basis for an employment decision that affects the target; or
  • The conduct interferes with a person’s work performance or creates an intimidating or hostile work environment.

When determining whether conduct qualifies as sexual harassment, courts take into consideration all of the circumstances of a case, including the nature of the inappropriate sexual conduct and the context in which it occurred.

Sexual Harassment Lawyer Near Me

To speak with a compassionate and experienced sexual harassment attorney about your own workplace concerns, please contact Marshall & Forman, LLC at (614) 463-9790 today.

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