We can respond to all of your legal questions, and handle all of your legal needs without the need for a face-to-face meeting. Sexual harassment includes a range of unwanted behaviors, from inappropriate comments and jokes to physical advances. It can create a hostile work environment and severely impact victims' mental health, productivity, and overall well-being. Both federal and Ohio state laws offer protection against sexual harassment. Sexual harassment isn't something anyone should face, yet it remains a significant issue in many workplaces.
If it is something you have experienced, Duwel Law stands firmly with you, guiding you through the legal complications of a sexual harassment lawsuit. Family-owned and deeply rooted in the local community, we pride ourselves on helping clients achieve fair and positive outcomes. If you've experienced sexual harassment, contact us today. Quid pro quo: This occurs when job benefits such as promotions, raises, or even continued employment are contingent upon submitting to sexual advances.
Hostile work environment: Unwelcome sexual behavior can make the workplace intimidating, hostile, or offensive. This could include inappropriate remarks, sharing explicit content, or other actions that make an employee uncomfortable. Verbal harassment: This involves unwanted and persistent comments or questions about an individual's personal life, sexual orientation, or physical appearance.
Verbal harassment can also include sexually explicit jokes, stories, or negative remarks. Non-verbal harassment: Actions such as leering, making obscene gestures, or displaying sexually suggestive visuals fall under non-verbal harassment. These actions can create an uncomfortable and unprofessional work environment. Retaliation: If an individual reports sexual harassment or participates in an investigation and then faces negative consequences such as demotion, termination, or other forms of punishment, it is considered retaliation.
This discourages victims from speaking out against harassment. Sexual harassment can be committed by anyone in the workplace, regardless of their position. This includes supervisors, colleagues, subordinates, clients, or even vendors. Even individuals who are not direct employees, such as independent contractors or interns, can also be perpetrators.
