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Reaching out to victims of sexual harassment

On Behalf of | Sep 30, 2014 | Employment Litigation |

On their website, the U.S. Equal Employment Opportunity Commission published sexual harassment facts which help business owners and employees develop a better understanding of the issue. According to the commission, the conduct has to be unwanted, but a victim does not necessarily need to be discharged or economically injured for the mistreatment to constitute sexual harassment.

Harassers and victims may be of either gender and the harasser could be a co-worker, supervisor or non-employee. This abuse takes many forms, whether a harasser requests sexual favors, makes sexual advances that are not welcome or is responsible for other types of sexually offensive behavior. Unfortunately, this harassment can affect the victim’s employment, lead to a hostile work environment and interfere with their ability to work.

Since prevention is the best way to tackle sexual harassment, it is important for employers to do everything they can to try and stop abuse before it occurs and provide quality training. They should also have an effective complaint process in place and respond to complaints right away. People who continue experiencing harassment after telling the harasser to stop must have an efficient way to report the abuse to their employer.

At the Law Offices of Levi Williams, P.A., we understand how painful sexual harassment, discrimination and other forms of work-related abuse can be. Furthermore, some victims are hesitant to take action because they are worried about retaliation. If you have been mistreated at work, you may want to meet with a legal professional to explore employment litigation and evaluate your options.

Those who have been sexually harassed in the workplace deserve justice and should not be afraid of coming forward. Please visit our employment law page if you would like more information on filing a sexual harassment claim.


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