New York sexual harassment lawyers have good news for discrimination victims

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The Equal Employment Opportunity Commission has recently sued a famous New York restaurant, following accusations of sexual harassment. According to the lawsuit, sexual discrimination has been rampant for years at the Long Island Colony Diner. The business owner and other male employees routinely subjected female employees to all sorts of abuse, from sexual jokes and comments to inappropriate touching and unwanted sexual advances. All servers and hostesses knew that if they didn’t submit, they would be sent to work in other positions, with very little chances of earning tips. This went on for many years, until one female employee could not take it anymore.

If you’re in a similar situation and want to put an end to the nightmare, you need to reach out to a lawyer. Sexual harassment is a form of discrimination, prohibited under Title VII of the Civil Rights Act of 1964. Employees rights are fully protected under the New York State Human Rights Law. According to New York sexual harassment lawyers, the way the law was updated in 2019 makes it easier for victims to file a complaint and prove their claims in a court of law, if need be.

The law applies to all companies, irrespective of their size, and the victim doesn’t have to be of the opposite sex. There are two types of sexual harassment, depending on who is responsible for such behavior. If the owner or other senior employees demand sexual favors of someone in an inferior position, that’s called a quid pro quo case.

If it’s a coworker making unwanted sexual advances, lewd comments or jokes, that amounts to a hostile work environment. In the Colony Diner case, it seems like there were both types of harassment.

Sexual harassment lawyers were relieved to see that new law lowered the burden of proof for harassment claims. Under the earlier version of the law, the victim was required to prove that the harassment they were subjected to was of a pervasive nature and affected their job performance and their mental state. However, the victims still have to demonstrate that what they experienced amounts to more than what other people would reasonably consider as ‘petty slights or trivial inconveniences’. Proving this will require highly-experienced employment lawyers, whether you file a complaint with the Equal Employment Opportunity Commission or you decide to take the matter to court.

Another improvement to the old law is that victims are no longer required to file a complaint with their employer before they can contact the EEOC. You can and are encouraged to do so if there’s reasonable hope your employer will take disciplinary action against your harassers and put an end to your torment. On the other hand, there were many cases, like the Long Island restaurant one, when it was basically absurd to complain to your employer when they’re actively participating in the abuse.

And another thing that might be of interest to some people. The time limit for filing a complaint has been extended from 1 to 3 years. If you have an older case, now might be a good time to talk to a lawyer.

Maine sexual harassment lawyers defend victims of sexual discrimination

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Maine was the first state in the U.S. to require sexual harassment training, back in 1991. All businesses in the state with 15 or more employees need to provide training to both supervisors and employees on what constitutes sexual harassment and how to quickly address such situations should they occur in their company. Also, Maine employers are encouraged to put in place a clear procedure for reporting such cases, a procedure that all employees should be aware of.

Thirty years later, there are still plenty of sexual cases in the state, even though any type of discrimination based on sex or sexual orientation is clearly prohibited under the Maine Human Rights Act. With all these provisions in place, no employee, man or woman, should have to endure sexual harassment in the workplace. There’s only one way to make it stop and that’s getting in touch with a lawyer who specializes in such cases.

First of all, your lawyer will examine the facts to see if they amount to sexual harassment. According to the law, any unwelcome sexual advances or requests for sexual favors, as well as other verbal or physical conduct of a sexual nature constitute sexual harassment. There’s one condition, though. You need to prove that this conduct was pervasive enough to cause you significant mental anguish and impact your job performance.

Sexual harassment lawyers can help you prove that your workmates’ crude jokes, sexual innuendos or sexual overtures happened often enough to make it impossible for you to function normally in such a hostile environment. You’ll need to document those incidents as best you can. Keep a journal of all incidents of a sexual nature, take pictures of any offensive images your harasser might display around the office and save every offensive text message, image or video sent to you.

Make a list of those who engage in this type of conduct and of those who did not. Employment lawyers taking up your case will probably want to talk to the latter. Under Maine law, anyone testifying in a sexual harassment lawsuit is protected against retaliation.

In quid pro quo cases, when a supervisor solicits sexual favors from an employee, misconduct might be even harder to prove. Most of these people are smart enough to make sure there are no witnesses when they proposition you for sex. Still, an employee refusing to submit to such outrageous demands can find other ways to prove they were discriminated against because they refused their supervisor’s sexual advances. For instance, if you are overlooked when it comes to a pay raise or a promotion you were entitled to, that can be used to substantiate your claim. Also, if you are forced to quit your job you can explain everything that happened to you in your complaint. Often enough, when one employee decides to fight back against their harassers other coworkers will come forth to tell their own story.

Maine sexual harassment lawyers will guide you through the process of formulating and filing your complaint with the Maine Human Rights Commission,which will conduct its own investigation and mediate the dispute. They can award you damages for all you’ve suffered, including lost wages and legal fees.

Sexual harassment lawyers in Georgia can help you file a discrimination lawsuit

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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. 

When do you need to contact Iowa sexual harassment lawyers

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A jury in Iowa has recently awarded $790,000 in damages to a DHS employee who accused the department of fostering sexual harassment. The woman, Tracy White, stated in her lawsuit that she had been subjected to persistent sexual harassment and discriminated against ever since she joined the Department of Human Services in 2000. According to her, several managers and colleagues made lewd comments or resorted to inappropriate touching over the years. She also said promotion decisions were based on perceived attractiveness criteria, rather than competence and job performance.

Following such a landmark trial, more sexual harassment victims will undoubtedly feel empowered and will decide to take action. The first thing you need to do is contact a lawyer and see if you do have a case. The above mentioned case is an example of how hard it is to prove that you have to work in a hostile environment, which is fundamental in sexual harassment trials. The attorney’s hired by the DHS alleged that the sexual jokes and comments were isolated incidents, spread over time, and White made too much of them. The argument did not hold in their case, but it’s something you need to be prepared for.

Sexual harassment lawyers advise their clients to collect as much evidence as possible. Keeping a journal where you write down all the incidents, detailing what was said and who was present at the time can be most helpful.

Also, if the harassment you’re subjected to includes being sent indecent messages or sexually suggestive images, don’t click the delete button. Save everything to your device as they can be used as evidence in court.

Before getting a lawyer you should, however, resolve the situation by speaking directly to your employer or filing a complaint with the HR department. According to the law this is the first step you need to take and your employer needs to be allowed the time to put things in order. If they fail to do so, experienced employment lawyers recommend filing a complaint with state authorities, such as the Iowa Civil Rights Commission, or with federal bodies, like the Equal Employment Opportunity Commission.

These commissions are required to look into your case and, if they find just cause, they will initiate negotiations between you and your employer. If you know what’s good for you, you shouldn’t go into these negotiations without good Iowa sexual harassment lawyers by your side. Your employer will most certainly bring their own attorneys and so should you.

You need to have reliable legal representation as there’s a lot at stake in such a negotiation. Through mediation you can get reinstated if you were forced to quit your job. Not many sexual harassment victims want to go back to their old job, though. Much more important are the damages you can recover through mediation. For instance, you can be compensated for lost wages, but a good lawyer can also win punitive damages for you. 

Sexual harassment in Alabama – How can a lawyer help?

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Every American citizen has the right to a safe work environment and this includes not having to worry about sexual harassment. In real life though, many people, mostly women, have to go through the pure hell that is sexual harassment in its many forms. Most victims feel powerless, but the only way to stop this is to stand up for your rights, fight your tormentors, shame them and punish them. If you’ve experienced this type of harassment, stop being a victim and find yourself a good lawyer

If you live in Alabama, you might have heard that this state doesn’t have any specific laws concerning sexual harassment. That is true, but there’s no need for such  law since sexual harassment is covered by the federal  Equal Employment Opportunity Commission (EEOC) regulations. 

According to the EEOC, unwanted sexual advances, requests for sexual favors and any type of verbal or physical harassment of a sexual nature, all fall under the broad umbrella term of sexual harassment. Should you be subjected to this kind of treatment you have the right to take legal action and the first step is to find yourself the best Alabama sexual harassment lawyers.

There are two types of workplace sexual harassment. 

The first type refers to the so-called ‘quid pro quo’ cases when an employee is under pressure to consent to sexual acts with someone hierarchically superior. This can be your supervisor or any member of the management threatening you that you will be fired or won’t receive a promotion or pay raise you’re entitled to unless you have sex with them. 

The second type of sexual harassment refers to being constantly subjected to jokes or comments of a sexual nature and unwanted sexual advances. This is a very broad term that includes various intimidating acts of a sexual nature from the workmate trying to touch your breasts to those making crude propositions and then pretend they were only joking. 

If you’re tired of putting up with this every single day you need to talk to seasoned employment lawyers. You have the right to file a lawsuit using Title VII of the Civil Rights Act of 1964. Under Title VII, any American business with 15 or more employees needs to have a proper strategy against sexual harassment, with trained supervisors and strict protocols for reporting such a case. 

When you talk to a lawyer, they will explain exactly what you need to do. This starts with reporting your experience to your employer as this is the first step you need to take under Title VII. Before going to court you need to prove that you’ve tried to report the situation, giving the business owner time to intervene. Obviously, when it’s someone from the top management that is harassing you you won’t have who to complain to. 

Experienced sexual harassment lawyers will have a look at your case and advise you on the best court of action. And there are many ways you can fight back!

How can a Connecticut sexual harassment lawyer help you

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A former Specialized Bicycle female employee has filed a lawsuit against the company in a Connecticut federal court, claiming that she was laid off in the early days of the 2020 Covid-19 pandemic, in clear violation of federal and state civil rights and employment laws.

In a 59-page complaint, Lauren Parenti said she “endured a hostile work environment where women were treated as less competent than men and, worse still, as sexual playthings for upper management.” 

This is a typical case of sexual discrimination in the workplace and it is rather surprising since Connecticut has one of the most comprehensive laws against sexual harassment. If you find yourself in a similar situation and don’t know who to turn to, you should get in touch with a good lawyer. 

The rights of an employee to a safe workplace were already protected under federal laws, but in 2019 Connecticut enacted the Time’s Up Act expanding sexual harassment training requirements for employers of any size. Even if you run a small business with three employees in the state of Connecticut you need to provide training for them. Your employees also need to be informed who they can complain to in case they are subjected to sexual harassment. It might be one of the managers or the HR department, and they are legally required to investigate any complaint they get. 

This is one of the first questions, most Connecticut sexual harassment lawyers ask during the initial consultation. How is your employer dealing with the required training concerning sexual discrimination in the workplace. Their failure to provide adequate training and a clearly established internal complaint mechanism will weigh heavily if the case goes to trial.

Sexual harassment lawyers can help you prove your managers and/or coworkers created a hostile work environment. In other words, you have to establish that your coworkers used crude jokes, inappropriate gestures or touches, etc in order to ridicule or humiliate you. You’ll have to prove that this was a pervasive attitude, that caused you mental anguish and made you dread going to work. If it was just an inappropriate joke with sexual undertones at the office Christmas party, that does not constitute sexual harassment. It’s not something you can use in court, as the guilty party can always say it was a simple joke, not meant to hurt you in any way. 

Another common type of sexual harassment concerns requests for sexual favors made by a direct supervisor or manager. If you were threatened with termination or told you won’t get any raise or promotion unless you agree to have sex with them, this is a serious case of sexual harassment. You will still need to prove it in court, though. 

Connecticut laws provide protection against retaliation in the work place for any employee that testifies in such cases. This might make it easier for your employment lawyers to find witnesses who were present when those unwanted sexual advances were made.

In many cases, when one abused employee finds the courage to speak, other women who were subjected to the same treatment decide to come forth and share their story. 

Finding sexual harassment lawyers in Hawaii

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The Hawaii Fair Employment Practices Law specifically prohibits workplace discrimination based on sex, pregnancy, childbirth and related medical conditions. An employer in the state of Hawaii will be held accountable for any violation of the law, even if they claim to have had no knowledge of any sexual harassment taking place in their company. Ignorance is not an excuse when you are required to take stringent measures to prevent such things from happening.

If you’ve been subjected to sexual harassment in this state, all you need to do is contact the best Hawaii sexual harassment lawyers and have them take a look at your case.

Sexual harassment is defined in detail by the Hawaii Civil Rights Commission’s regulations. Thus, anything from verbal or physical conduct of a sexual nature to unwelcome sexual advance or requests for sexual favors, falls under sexual harassment if such acts were committed by fellow employees or anyone from management level.

However, certain conditions need to be met for the case to hold in court and you’ll need a good lawyer to establish that.

First of all, you’ll need to prove that what happened to you was not an isolated incident. If someone made a sexist joke in your presence, they can easily claim that it is in no way directed at you. You’ll have to prove you were subjected to this type of abuse on a permanent basis, which created a hostile work environment.

Also, highly-experienced employment lawyers will want to prove in court that you were forced to endure constant harassment or risk losing your job. It’s a known fact that employees that complain about such behavior are often let go, or their workmates or supervisors make their life so miserable they have no other option but to quit their job. For instance, women who complain about their coworkers’ sexist attitude often find themselves given the most strenuous tasks or their work is constantly sabotaged.

Another type of sexual harassment is when someone in a position of power requires sexual favors from you. They don’t even need to use threats, as you’ll know what’s at stake. Your direct supervisor can have you fired or they can come up with any sort of pretexts to deny you a promotion or a raise. This constitutes a quid pro quo case and you have a very good chance to win in a lawsuit, on condition you can prove that person asked you to have sex with them.

You’ll need to talk to knowledgeable sexual harassment lawyers to help you gather the evidence that you need to file a complaint to the Hawaii Civil Rights Commission or a lawsuit against your employer.

In a sexual harassment lawsuit you are entitled to seek damages for lost wages, in case you were fired or you quit your job. You can also ask for punitive damages, for all the suffering you were put through while you worked there.

Kentucky sexual harassment lawyers can help you with a discrimination lawsuit

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A Kentucky woman was awarded $1 million in damages for the horrendous sexual harassment she was subjected to while working for a local subsidiary of Tyson Foods. Ever since the moment she took the job she was constantly harassed by her male colleagues who would make lewd and suggestive comments or try to grope her. When she complained to her employer she was offered an incredible excuse – she should understand that the guys were aroused by her physical appearance. She had no other choice but to quit her job when it became obvious no action would be taken against her harassers.

If you find yourself in a similar situation you should reach out to skilled Kentucky sexual harassment lawyers and fight for your right to a safe work environment. Employee rights are protected under the Kentucky Civil Rights Act which prohibits discrimination based on sex, including sexual harassment, pregnancy and related medical conditions.

When you schedule a consultation with a lawyer, they’ll first want to hear the facts. Don’t expect them to promise you a seven-figure settlement. That rarely happens. You can, however, win significant damages covering your lost wages, the mental suffering you experienced, as well as your litigation fees.

In order to win a sexual harassment lawsuit, you need to prove you were subjected to extensive sexual harassment.The woman in the Tyson Foods case stated in her complaint that there were hundreds of such incidents in the short time she worked for that company.

You don’t have to come up with hundreds of incidents, but the number should be high enough to sustain the idea that there was a pervasive atmosphere of sexual harassment which amounted to a hostile work environment. Under Kansas law, a hostile environment is described as having to put up with unwelcome sexual advances and other verbal or physical conduct of a sexual nature.

Experienced sexual harassment lawyers will also want who was responsible for such behavior. If the harasser is a supervisor who uses this type of behavior to make you submit to their sexual overtures this constitutes a quid pro quo case, punishable by law.

The moment when you file a complaint with state authorities or launch a lawsuit be prepared to hear some very nasty things about yourself. The most common type of defense an employer uses in such cases is to allege that the sexual conduct was not unwelcome. Simply put, you’ll be accused of welcoming or initiating the sexual advances of your coworkers.

Employment lawyers with a lot of practice in such cases advise their clients to make it quite clear to their harassers that such conduct is not welcome. State your objection out loud and let your fellow employees know you took offense to the sexual jokes or overtures. Also, make sure to raise your grievances with your employer, file a written complaint with the HR so there can be no denying that they knew what was going on.

If you’re still wondering how that woman got $1 million in damages, that’s because the HR representative she talked to only pretended to listen to her grievances. The notes he supposedly took were never found and there was no internal investigation into the case. The judge was appalled by such an attitude.

Let Delaware sexual harassment lawyers help you fight an abusive employer

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There are, still, many people, especially women, who dread going to work in the morning knowing they’re in for another day of crude jokes and lewd comments from their coworkers and/or managers. Some are forced to quit when they cannot put up with this kind of treatment anymore. Unfortunately, this is not a solution to the problem of sexual harassment in the workplace. Someone else will take your place and suffer the same treatment, and you have no guarantee things will be any better at your new job. The solution is to get yourself a lawyer specializing in sexual harassment, and fight against those who discriminated you based on your sex or sexual orientation.

Employees living and working in the state of Delaware are protected against sexual harassment under the Delaware Discrimination in Employment Act (DDEA), as well as under federal laws. Though your rights are theoretically guaranteed, in real life there are still many companies where sexual harassment remains pervasive and business owners turn a blind eye.

When you get in touch with skilled Delaware sexual harassment lawyers, they can guide you through the legal process and advise you on who you need to complain to. Taking your employer to court straight away is not advisable.

According to the law, employers in Delaware must provide training to their employee, making in clear what constitutes sexual harassment. Calling your girlfriend ‘babe’ is OK if she likes it, but constantly addressing a coworker this way is not. Also, employees are not allowed to make sexual jokes or lewd comments on a female colleague’s physical appearance or clothing style.

At the same type, a business owner needs to make it clear that sexual harassment will not be tolerated. They also must establish an internal complaints and grievances protocol, so that any person feeling harassed knows who they can talk with.

When you talk to experienced employment lawyers, they’ll advise you to formulate such a complaint with your employer. Even if you know nothing is going to happen, you still need to file such a complaint.

The next step is to report your sexual harassment case to the Delaware Department of Labor Office of Anti-Discrimination. This office will investigate your complaint and offer to mediate between you and your employer. At this stage it’s best to have experienced sexual harassment lawyers by your side, as your employer will certainly bring their lawyers to the negotiations.

Can a simple mediation put an end to your suffering? Yes, the Office of Anti-Discrimination can help you in many ways. If you were forced to quit because of the hostile environment, you could be reinstated should you want your job back. Many don’t, fearing they’d be made to feel less than welcome. On the other hand, you can be awarded damages for lost wages and mental suffering. You’ll want to have a good lawyer present if you are to get the kind of damages you deserve.

If an agreement cannot be reached during mediation, your lawyers will help you file a lawsuit against your employer.

Do you need sexual harassment lawyers in California?

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The state of California has one of the most comprehensive laws against sexual discrimination in the workplace. While many other states rely on Title VII of the Civil Rights Act for sexual harassment cases, California has passed the Fair Employment and Housing Act (FEHA) which prohibits discrimination based on based on marital status, sex, gender, gender identity, gender expression, or sexual orientation. To understand how you can use this law you’ll need to reach out to an experienced lawyer, as sexual harassment lawyers are notoriously hard to prove.

For the person subjected to constant sexual harassment in their place of work, the case is crystal clear. They can cite any number of instances when they’ve been humiliated based on their sex or sexual orientation. However, without strong proof your case won’t hold up in court.

Good California sexual harassment lawyers can help you build a good case. The type of proof you need to get depends on the nature of the harassment you’ve experienced.

The most common is verbal harassment, which the perpetrators habitually call ‘innocent fun’. It surely is fun for them, but not for the victim. If your workmates make fun of you because of your sex or sexual orientation, you could try to get that on tape. Any type of remark with a sexual connotation or obscene joke can be used as proof. However, you will need to prove that the behavior was severe enough or pervasive enough to cause mental anguish and affect your work. To build a strong case you’ll need to bring up more than one incident.

If your workmates send you obscene messages of any kind, that’s also a case of sexual harassment.

However, the most severe cases of sexual harassment refer to sexual favors being required of you. It might be just your supervisor or someone from the upper management, typically someone in a position to fire you or deny you a promotion if you do not comply with their request.

Employment lawyers dealing with such cases often advise their clients to put up with the situation just a little more and collect the evidence needed to substantiate their claim.

At the same time, seasoned sexual harassment lawyers will advise you on the best way to go forward. This usually starts with a complaint to your employer. According to the law, an employer needs to have an anti-harassment policy in place and provide training to their employees. Once such a complaint is made, the employer is required to take immediate action to put an end to the sexual harassment and punish those responsible.

Most times, they do. If they don’t, you can file a complaint with the Equal Employment Opportunity Commission. They usually try to mediate an agreement between the two parts. Most attorneys prefer this option as it’s quicker and less painful than a full trial. However, if they don’t have a choice and the EEOC mediation doesn’t improve your situation, your attorneys will help you file a lawsuit.