Sexual Harassment

"I went to my manager to discuss this because I felt angry and uncomfortable. I was greeted with the notion that I, as a 'pretty young thing,' encouraged it. I felt trapped."

We hear stories like this every day. The EEOC estimates that roughly 75% of workplace harassment incidents go unreported — often out of fear of retaliation or of not being believed. You deserve better than silence.

What the law actually prohibits

It is unlawful to harass a person because of that person's sex. Harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature — and also offensive remarks about a person's sex in general. Both the victim and the harasser can be any sex, and can be the same sex. The harasser may be a supervisor, a co-worker, or even a non-employee such as a client or customer.

The law doesn't cover simple teasing or isolated minor incidents. But harassment becomes illegal when it is so frequent or severe that it creates a hostile or offensive work environment, or when it results in an adverse employment decision such as being fired or demoted.

Reporting matters — and so does timing

In many cases the law requires a victim to report harassment to their employer before bringing a claim to a government agency or court. Failing to complain — or quitting without doing so — can forfeit important legal rights. If you are being harassed, or had to quit because of it, talk to us before you make your next move.