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Best Ohio Wrongful Termination Attorney Answer: What should I do if I have been wrongfully terminated for reporting unlawful discrimination? Can I be retaliated against for participating in a sexual harassment investigation? How Do I find the best Ohio employment lawyer in Ohio?

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Our sexual harassment lawyers often talk about the fact that Title VII of the Civil Rights Act of 1964 and Ohio’s similar sex based discrimination laws not only protect employees from sexually harassing conduct but also retaliation from reporting, opposing, or participating in an investigation into such unlawful conduct. Title VII expressly prohibits retaliation against any employee who complains of sexual harassment or participates in an investigation involving sexual harassment. Retaliation means that an employer cannot fire, demote, harass or take an adverse action against an employee took such protected action.

Typically, the retaliation is against the victim of the sexual harassment who reports the perpetrator of the sexual harassment to human resources or the boss. However, you do not have to be the victim of the sexual harassment to be protected by Title VII and Ohio’s laws. Let’s take the situation of Mark Holmes, who was employed by Winfield Rubber Manufacturing Co. Inc. as the plant manager. As part of his Holmes’ job, he was tasked with investigating sexual harassment complaints submitted by subordinate employees at Winfield Rubber and determining the appropriate company response. As part of his job, Holmes received a sexual harassment complaint from a female worker. Holmes investigated and got credible evidence to support the sexual harassment complaint, including a statement from the male co-worker admitting to the offensive conduct. So, Holmes did what any reasonable person would do. He fired the admitted sexual harasser. But, our story does not end there; Winfield Rubber reinstated the harasser over the objections and opposition of Holmes. According to the retaliation lawsuit, Winfield Rubber then tried to convince Holmes to change the conclusions of his investigation and give up his opposition to Winfield Rubber’s refusal to reasonably address the sexual harassment. When Holmes continued to insist that he would “tell the truth” and not simply recite Winfield Rubber’s lies, his bossed fired him. Clearly, anyone with half a brain can see that this was a wrongful termination.

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After the retaliation lawsuit was filed, Winfield Rubber finally realized that it was fighting a losing battle and settled the case by paying $75,000 and providing other consideration. So, stand up and oppose unlawful conduct. American workplaces would all be a little better if we all had a little more Mark Holmes in us.

While this case deals with sexual harassment, employees and managers are also protected for opposing or participating into investigations discrimination or harassment based on an employee’s race, national origin, gender, age, religion or disability.

Sexual harassment is unlawful under Title VII of the Civil Rights Act of 1964 and similar Ohio laws. Sexual harassment is a form of gender discrimination. If you feel that you are being sexually harassed or are working in a sexually charged or hostile working environment, you should not wait to call the right attorney at 866-797-6040 to schedule a free and confidential consultation. At The Spitz Law Firm, you will meet with a sexual harassment lawyer/hostile work environment attorney to find out what your legal rights are and the best way to protect them. Sexual harrassment is a form of gender discrimination, and employers should be held accountable if they discriminate against female workers in any fashion – but particularly for sexual harrassment. It does not matter if you have been wrongfully fired or are still employed, there is no reason to wait to find out what your legal rights are and how to protect yourself from sexual harassment and gender discrimination.

Disclaimer:

The materials available at the top of this page and at this gender discrimination, wrongful termination, and sex harassment law website are for informational purposes only and not for the purpose of providing legal advice. If you are still asking “what should I do …”, “I’m being sexually harassed …” “my supervisor grabbed my…”, “my boss is touching…,” “I’ve been wrongfully terminated,” or “how do I …”, your best course is to contact an Ohio sexual harassment attorney/hostile work environment lawyer to obtain advice with respect to sexual harassment/hostile work environment questions or any particular employment law issue. Use and access to this employment law website or any of the links contained within the site do not create an attorney-client relationship. The legal opinions expressed at the top of this page or through this employment law website are the opinions of the individual lawyer and may not reflect the opinions of The Spitz Law Firm, Brian Spitz, or any individual attorney.