As sexual harassment and gender discrimination lawyers, we know that sexual harassment and gender discrimination remains a very big problem for female workers in Cleveland, and throughout Ohio.
A recent study by Elizabeth Broderick resulted in the report, “Working without fear: Results of the Sexual Harassment National Telephone Survey 2012.” The report unfortunately concludes that not much has changed in comparison to a similar study four years ago. According to the study, about one out of every five employees aged 15 years and older were sexually harassed in the workplace in the past five years, including one in four women (25 percent) and one in six men (16 percent). The study’s results suggest that women under 40 are most likely to be the targets of sexual harassment. And, not surprisingly, women employees are at least five times more likely than their male counterparts to be sexually harassed by a supervisor.
Sexual harassment is a violation of violated Title VII of the 1964 Civil Rights Act. The best way to stop this conduct is to sue the employer and those managers responsible. The problem does not stop for female employees when they quit. They have to live with the loss of the job, demoralization, and knowing that the perpetrator has likely moved on to other targets for sexual abuse.
If you even think that your employment rights have been violated or that you might need an employment lawyer, then call the right attorney to schedule a free and confidential consultation at 866-797-6040. Spitz, The Employee’s Law Firm is dedicated to protecting employees’ rights and solving employment disputes.
Disclaimer:
The materials available at this website are for informational purposes only and not for the purpose of providing legal advice. You should contact an attorney to obtain advice with respect to any particular issue or problem. Use and access to this website or any of the links contained within the site do not create an attorney-client relationship. The opinions expressed at or through this site are the opinions of the individual author and may not reflect the opinions of the firm or any individual attorney.