Law Blog

Sexual harassment definition

In the workplace, there is often a very thin line that separates behavior that is considered proper from behavior that is considered inappropriate. One worker may perceive a joke or remark to be humorous, while another worker may view it to be insulting or condescending. This can happen for a variety of reasons.

It is more common for unwanted conduct to occur in a pattern than for a single instance to be considered sexual harassment; nevertheless, depending on the seriousness of the unwanted behavior, a single instance can be considered sexual harassment.

Harassment of a sexual nature need not always take the form of blatantly sexual acts or solicitations. Even if the sexual nature of the conduct is not explicit, behavior of a verbal or physical nature that is used to tease, intimidate, or bully employees (including behavior directed at gender identity or sexual orientation) can be considered sexual harassment. This includes behavior that is used to bully or intimidate employees.

Claims of sexual harassment usually fall under the purview of multiple state and federal statutes that prohibit discrimination. Whether it be due to your race, religion, age, or disability, figuring out the most effective strategy to defend your rights can be difficult. It is essential to seek out the appropriate legal assistance from a firm that is experienced in managing all elements of employee rights, including discrimination in the workplace.

Common forms of sexual harassment

The following are the two primary categories of sexual harassment that are most frequently seen in the workplace:

  • It is essential to have an awareness of and familiarity with the various forms of harassment that might occur in the workplace. It is also essential to emphasize that a person’s gender is not relevant in the context of sexual harassment. This holds true regardless of whether the sexual harasser is a male, female, or no binary person or whether the victim is a male, female, or no binary person. 
  • The actions are what determine whether or not there has been sexual harassment. In addition, the existence of sexual desire or attraction is not a prerequisite for conduct to be regarded as sexual harassment. It is not the intention of the harasser that defines sexual harassment; rather, it is the behavior.

Benefits of hiring a sexual harassment lawyer

Sexual harassment victims must speak out. If you want your tale heard and compensated for emotional damages caused by sexual harassment, you may wish to consult a lawyer. Hiring a lawyer has the following benefits.

  • They know the law

First, sexual harassment lawyers know the law. This is helpful because they’ll know how to prove and win your case. They may know legal gaps and have supporting case law.

  • They’ll advocate for you

Going it alone may not be your best option if you want to sue for sexual harassment. An attorney will be your advocate and voice. Your lawyer will be there every step of the way to ensure you obtain fair treatment. If you insist, you can tell them the case’s details without them telling anyone.

  • You can stop others from being victims

When an accuser is exposed, they may be fired and women may realize they are a predator. Imagine if you sued to protect another woman from enduring sexual harassment. Hiring an attorney and building a solid case can help more victims come forth and prevent other women from becoming victims.

Wrapping up

If you’re unsure whether to go public with your sexual harassment lawsuit, see a lawyer. For more information, contact a local law office.

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