Sexual Harassment Lawyers
Our Columbus Sexual Harassment Attorneys represent employees all over Ohio in sexual harassment cases and lawsuits. Do you feel harassed by your supervisors unwanted sexual advances or propositions related to your job? You could have a claim for workplace sexual harassment.
The Civil Rights Act of 1964 and Ohio
Revised Code Chapter 4112 are employment laws that prohibit sexual harassment in the workplace. There are two types of sexual harassment claims. However, the line between them is not always clear
and your case may involve both of these sexual harassment claims.
First–QuidProQuoSexualHarassment
Quid Pro Quo translates to “something for something.” In order to prove a quid pro quo sexual harassment claim the employee must show:
(1) the employee is a member of a protected class (females and males can be protected);
(2) the employee is subject to unwelcome sexual advances or demands for sexual favors by someone with authority over the employee;
(3) the harassment complained of is based on sex;
(4) the employee’s agreement to the unwelcome advances or demands was an express or implied condition for receiving the job or job bene몭ts or that the employee’s refusal to agree to a supervisor’s sexual demands resulted in a tangible job detriment; and
(5) that the actions can be attributed to the employer.
Second–HostileWorkEnvironmentSexualHarassment
To establish a hostile work environment sexual harassment claim, the employee must show that the conduct:
(1) was unwelcome
(2) was based on her or his sex
(3) was su몭ciently severe or pervasive to alter the conditions of her or his employment and create an abusive
work environment, and
(4) can be attributed to her or his employer.
Under the hostile work environment claim of sexual harassment, no economic or 몭nancial harm is required. Often times, sexual harassment involves emotional distress and anguish.
Whatis“Unwelcome”sexualconduct?
Employees can demonstrate that conduct is unwelcome by voicing their objection to it to the alleged harasser or to the employer. However, voicing your objection is not required. Also, the fact that sex-related conduct was “voluntary,” in that the employee was not forced to do it against her or his will, is not a defense for the employer.
Whenissexualharassmentconduct“SevereorPervasive”?
What is o몭ensive to one person may not be o몭ensive to another. Here, the determination is based on an objective standard – a reasonable person in the same situation. Certain conduct may only happen one time but may be su몭cient to be “severe” conduct, such as physical groping. Other conduct may not be overly o몭ensive if done one time but if it happens so frequently that it becomes “pervasive” then this is also satis몭ed. For example, making a sexual joke on one occasion is probably not pervasive but daily jokes that go on over a period of time are likely pervasive.
Howissexualharassmentconductattributabletothe Employer?
This is satis몭ed where harassment by a supervisor results in a tangible employment action, such as termination, demotion, or a reduction in pay. A tangible employment action is not always required though. An employer can be liable for sexual harassment where an employee makes a complaint about unwelcome sexual harassment and the employer fails to quickly take the proper action to correct the problem.
If you feel that you are being sexually harassed at work, it is important to contact an employer so you know what your rights are and how to best protect you and your job. Our sexual harassment attorneys are experienced in handling sexual harassment cases in Ohio and will put you at ease. We are compassionate and understanding about how di몭cult, or even humiliating, this situation can be.
For more information on Sexual Harassment, contact a sexual harassment attorney in Columbus, Ohio or visit our employment law blog for details on speci몭c cases.
For information regarding other forms of harassment, click here.
Our sexual harassment lawyers represent employees all over Ohio, including Columbus, Cleveland, Cincinnati, Toledo, Dayton, Marion, Athens and everywhere in between. Our central location in Columbus, Ohio makes it easy and convenient to represent employees everywhere in Ohio. Call us your Sexual Harassment Attorneys in Columbus, Ohio today!
Mansell Law is a top rated Sexual Harassment Law Firm.
PracticeAreas
Harassment
Hostile Work Environment
Discrimination
Retaliation
Americans with Disabilities Act (ADA)
Wrongful Termination
Unpaid Overtime
Family Medical Leave Act (FMLA)
Severance Agreements
Employment Contracts
Whistleblower
Denial of Long-Term Disability Bene몭ts
Unemployment Compensation
Employee Retirement Income Security Act (ERISA)
Sexual Harassment
Fair Labor Standards Act (FLSA)
Class Actions
Non-Compete and Non-Solicitation Agreements
Contract Disputes / Breach of Contract
Equal Employment Opportunity Commission EEOC
USERRA
False Claims (Qui Tam)
Fair Credit Reporting Act
