Unlike many other American states, Georgia does not have a law specifically prohibiting sexual harassment in the workplace. That does not mean that you are defenceless. All you have to do is contact a lawyer specializing in sexual harassment cases and they’ll advise you on how best to proceed with a complaint using Title VII of the Civil Rights Act of 1964. According to this Act, any business with more than 15 employees must comply with federal regulations prohibiting discrimination based on sex, and this includes sexual harassment in the workplace.
When you first reach out to sexual harassment lawyers, they’ll have a thorough look at your particular situation to make sure you have a case. This is essential as many people don’t understand what constitutes sexual harassment and what not. For instance, when a guy at work asks you out on a date, that’s not a case of sexual harassment in itself. However, if you refuse, but they persist with unwanted sexual advances, then you do have a case.
Most sexual harassment lawsuits concern the creation of a hostile work environment. The culprit or culprits can be your fellow employees and/or supervisors or managers. A hostile work environment is defined as being constantly the target of sexist jokes, lewd remarks, inappropriate touching or gestures. Once again, you’ll need experienced employment lawyers to establish if the behavior of other people in your workplace qualifies as harassing.
For instance, in a recent case a Georgia court ruled in favor of a woman who claimed she was sexually harassed because the men she worked with often engaged in conversations that were sexually offensive, exchanged crude jokes, and constantly listened to radio programs laden with sex-specific profanities, that were degrading to women.This case is very interesting as their behavior was not directed against her specifically, but against women in general.
Skilled Georgia sexual harassment lawyers will help you decide who you need to file a complaint with and what sort of proof you will need.
In most cases, it is recommended that you first take up the issue with your employer, either directly or through the HR department. They are required by law to investigate your complaint and take the appropriate measures to put an end to the harassing behavior of your tormentors. If they fail to address your grievances, they can be held accountable and ordered to pay damages to you.
Often enough, employees subjected to incessant sexual harassment, cannot take it anymore and quit their job. If you do that, you can still sue your former employer and seek damages.
If you were forced to quit your job, you can demand compensation for lost wages, as well as punitive damages for all the suffering they’ve put you through. You can also ask to be reinstated, obviously if they take appropriate measures ensuring you won’t be subjected to the same type of abuse.
If your lawyers tell you that you have a good case that will hold in court, take their advice and sue your employer. Also, you needn’t worry about your legal fees, as you are entitled to include those in the damages you demand from your former employer.