Best Ohio Sexual Harassment Attorney Answer: What if I make a sexual harassment complaint against my manager and nothing is done? How can I stop my co-workers from sexually harassing me? What should I do if my daughter is being sexually harassed at work?
Cleanup on aisle 3! In a recent filed case, grocery store giant Kroger was alleged to have allowed the sexual harassment of a teenage employee to continue for years without any action from her store manager. Sexual harassment is horrible but sexual harassment of minors is unconscionable. Unfortunately, as our employment discrimination lawyers
have blogged before, sexual harassment of teenage girls in the workforce is a real problem that we fight regularly. It is truly disturbing to even think about how many cases of sexual harassment of teenagers that out attorneys have addressed and blogged about.
This newest sexual harassment lawsuit alleges that: “Kroger hired the employee as a courtesy clerk at a North Little Rock store when she was 15 years of age. She experienced sexual comments from a male co-worker almost twice her age over a period of several years. The employee’s repeated complaints to store management failed to stop the harassment until she finally called the company’s hotline number for assistance.”
After reading these horrific allegations, one may wonder whether an employer is obligated to investigate claims of sexual harassment. The answer is an unequivocal yes. You manager or supervisor cannot turn a blind eye when then learn of possible sexual harassment at work. It does not matter if a manager or boss leans about the sexual harassment by seeing it; hearing about it; or getting a written report detailing the sex harassment. They must immediately take corrective action to stop the sexual harassment.
Under Ohio’s employment laws, R.C. § 4112.99, and the federal law’s Title VII of the Civil Rights Act of 1964, any unwarranted comments or requests of a sexual nature in the workplace can be considered sexual harassment. For a claim of sexual harassment hostile work environment, the harasser does not have to be a direct supervisor but can also be a co-worker or even a client of the company in which the harassed employee is working. Sexual harassment does not simply mean that an individual is touched inappropriately. Any comment regarding one’s sexual habits or about their body can be deemed sexual harassment.
If a complaint of sexual harassment is made, employers are required to take these accusations seriously. A good faith effort must be made in order to ensure that the problem is corrected and the harasser is dealt with. Allowing for sexual harassment to continue after the company has been made aware of its existence is unlawful.
As the Kroger case exemplifies, it is important to be persistent in regard to reporting sexual harassment. Employers are required to take these claims seriously which means that if you do not see any improvement after making one complaint, it is important to continue to make complaints until corrective action is taken or get the help of a gender discrimination lawyer.
Because Kroger refused to clean up the sexual harassment in aisle 3, they face a costly employment discrimination lawsuit.
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 Spitz, The Employee’s 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.
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 Spitz, The Employee’s Law Firm, Brian Spitz, or any individual attorney.