Call Laura Allen at (425) 419-7301 to discuss your Sexual Harassment case.
Federal and State laws, including Washington, prohibit sexual harassment in the work place. These sexual harassment laws apply to many employers. It is important for a victim to report the sexual harassment to a supervisor immediately if at all possible and contact an experienced employment attorney for advice.
An employer can be liable for sexual harassment by a supervisor or a co-worker. These are some examples of conduct that can constitute illegal sexual harassment:
Sexual or other physical contact
Comments regarding physical appearance
Sexual comments or jokes
Sexual drawings or pictures
It is important for an employee who finds this conduct unwelcome or offensive to tell the harasser to stop the sexual harassment. Check to find out if the employer has a policy against sexual harassment. If so, follow the procedures outlined in the sexual harassment policy. The victim employee should report the sexual harassment to a supervisor immediately if at all possible. It is also prudent to contact an attorney who is experienced in sexual harassment cases as soon as possible.
The victim employee should put his or her report of sexual harassment in writing and lawyers can help you draft the complaint. If the sexual harasser is a supervisor, the victim employee should report the sexual harassment to someone with more authority in the company.
Allen & Mead attorneys can help you understand your rights and advise you in a situation where you may have been subject to sexual harassment at work.
It is illegal under these sexual harassment laws for an employer to make a job, promotion, raise, bonus or any other benefit conditional upon the employee submitting to sexual advances. An employer also cannot offer a job, promotion, or some benefit to an employee for going along with sexual conduct. And, an employer cannot under these sexual harassment laws fire, lay off, terminate, demote or otherwise penalize an employee for refusing sexual advances or objecting to sexual conduct.
Federal and Washington sexual harassment laws also protect an employee from a sexually hostile work environment. Employees are not required to tolerate a workplace in which unwelcome or offensive sexual conduct is severe or pervasive.
A victim of sexual harassment may bring charges of sexual harassment. A victim of sexual harassment must bring a charge of sexual harassment under the federal law within a short time. Both the federal and Washington governments have set up agencies to investigate and try and resolve these charges of sexual harassment. The federal agency is known as the Equal Employment Opportunity Commission or EEOC and the law firm you hire to represent you can explain this process.
Any charge of sexual harassment under federal law must first be filed with the EEOC or its state counterpart. A victim of sexual harassment must bring a charge of sexual harassment within a short time after the sexual harassment so it is important to call your attorney promtly. After the EEOC or state agency has had an opportunity to investigate or resolve the sexual harassment charge, a lawsuit may then be filed by your lawyer.
Notice: The information presented on this Web site is neither formal legal advice nor the formation of an attorney-client relationship. You should consult with an attorney for advice regarding individual legal issues.