Best Ohio Sexual Harassment Attorney Answer: Can I be fired for reporting sexual harassment against my manager? What types of damages are available in a sexual harassment lawsuit? What types of conduct constitute “sexual harassment”?
At Spitz, The Employee’s Law Firm, our employment lawyers have dedicated ourselves to helping current and former employees who have been subjected to unwelcomed sexual harassment by a supervisor, boss, manager, or co-worker.
Sexual harassment is a form of gender discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
One form of sexual harassment in the workplace is known as “hostile work environment” sexual harassment. To establish such a claim, a plaintiff must establish (1) membership in the protected class (2) unwelcome harassment in the form of sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature (3) because of sex (4) that had the purpose or effect of unreasonably interfering with the employee’s work performance or creating an intimidating, hostile, or offensive work environment (5) and the existence of respondeat superior liability.
Recently, a jury in the U.S. District Court for the Southern District of Florida reached a verdict in Anderson v. City of Fort Pierce awarding a former employee-officer $510,000 against the City for her sexual harassment claims against the police department. During the trial, Anderson made a number of accusations against her Lieutenant and other individuals within the police department that they disparaged and harassed her based on sex. Some of the conduct included calling her the “badge bunny,” accusing her of having an affair with at least one other officer, male officers making inquiries into Anderson’s sex life, among other misbehaviors. In addition, during the trial, other female officers testified in court, working at the Fort Pierce Police Department they “have to work harder to earn respect than their male peers,” and if they complain, “are treated less favorably and get a target on their back.”
The jury also found that the Defendants retaliated against Anderson after she complained about the ongoing sexual harassment including a list of adverse employment actions such as demotions and lengthy periods of administrative leave.
A predominantly female jury sided with Anderson at trial, awarding her $285,000 for lost wages and an additional amount of $225,000 for emotional distress.
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.