ATLANTA SEXUAL HARASSMENT

It is illegal for an employer to allow their employees to engage in sexual harassment of any employee. Claims of sexual harassment are the most common types of harassment complaints.

 

Harassment can be based either on a “hostile work environment,” which means that another person such as your boss or a co-worker makes the workplace intolerable for you due to comments, photos, offensive displays, or jokes which make you uncomfortable in the workplace, A claim for the hostile environment may be brought in some circumstances where the acts are directed to another employee and not to you personally. “Quid pro quo” sexual harassment means that the employer demands sexual favors in exchange for continued employment, raises, promotions, or other benefits.

 

Title VII of the Civil Rights Act of 1964 is a federal law that prohibits employment discrimination on the basis of “race, color, religion, sex, or national origin.” The Federal courts have interpreted this to cover not just discrimination–such as when your employer disciplines or discharges you because of your sex–but also harassment.

 

If you are experiencing sexual harassment by an employer or co-worker, you must take action immediately as certain facts may inhibit your ability to bring a claim for damages, For example, If an employer has an anti-harassment policy, employees are usually required to report harassment and/or lodge a complaint before taking legal action; in some cases, failure to report harassment could interfere/prohibit your ability to bring a legal claim.

 

The attorneys at Worth Jarrell have over 20 years of experience handling claims under Title VII and related statutes. In all cases, you must file a claim with the EEOC within 180 days of the last date of harassment and/or discrimination. The attorneys at Worth Jarrell may handle the EEOC process for you or advise you on how to file a charge. For more information on filing a charge click here.