Sexual Harassment

Moving sexual harassment law forward

Most of us quickly recognize sexual harassment when it comes in the form of unwelcome advances, an offer of a promotion in exchange for sexual favors, or physical assault. But there are many other forms of sexual harassment, too. Unwanted touch from a co-worker. Suggestive remarks or bawdy jokes. Explicit photos or videos. Retaliation for making a complaint.

If you’ve been subjected to any type of sexual harassment, whether it’s a sexist act, sexual coercion, or unwanted sexual attention, the skilled, experienced attorneys at Burnette Shutt & McDaniel can help.

And, though sexual harassment commonly is thought of as a workplace issue, it can occur in other settings, from public spaces such as stores and restaurants, to housing to schools. If you’re the victim of any type of sexual harassment in any setting, the experienced civil rights lawyers and employment law attorneys at Burnette Shutt & McDaniel can help you decide your next steps.

No matter the setting, sexual harassment is illegal under Title VII of the Civil Rights Act of 1964. There are two categories:

Quid pro quo, which happens when a person in a position of power demands favors in exchange for promotions, raises, or other on-the-job benefits. It’s also quid pro quo sexual harassment when firing or demotion is threatened.
Hostile work environment, which is when harassment creates an offensive atmosphere. You might have a complaint under “hostile work environment” even if you aren’t the direct target of crude jokes, degrading comments, or sexual insults. An atmosphere in which these things occur regularly creates a hostile work environment for everyone.

Sexual harassment can be verbal. This includes offensive sexual remarks, crude language such as name-calling, sexual jokes, intrusive questions, or sending sexually explicit messages.

Sexual harassment also can be nonverbal. Leering or displaying sexually suggestive images are two examples.

Sexual harassment also can be physical: unwanted touching, groping or, at extremes, sexual assault.

And, although most people think of sexual harassment as perpetrated by a supervisor, it also can be comments or actions of co-workers, clients, or customers.

Burnette Shutt & McDaniel civil rights lawyers have decades of experience in helping sexual harassment victims. We can guide you through with any grievance procedure an employer requires, assist with an Equal Employment Opportunity Commission complaint or pursue litigation if necessary. Contact us to see how we can help.