Sexual Harassment & Hostile Work Environment Claims

Sexual harassment laws protect employees from unlawful harassment on the basis of their gender by employers, co-workers, customers or vendors of the employer.

LG Law is dedicated to ensuring that every worker has the right to a safe, harassment-free work environment. When this right is violated and people become the target of sexual harassment, the impact can be profound, often creating an abusive and intolerable work environment for victims. Pursuing a case against the perpetrator/employer can be the best way for victims to obtain justice, reclaim their lives, and ensure the perpetrator/employer does not subject others to similar harassment in the future.

We understand how devastating the impacts of sexual harassment can be and are committed to helping the victims:

  • Hold the perpetrators accountable
  • Craft the strongest possible cases
  • Obtain the justice victims deserve
  • Prevent employers and perpetrators from victimizing others in the future

What Constitutes Sexual Harassment?

Some of the more common types of sexual harassment fall into one or more of the following categories:

  • Unwanted sexual invitations or advances
  • Visual conduct such as making degrading comments, lewd remarks, sexually explicit jokes, or comments concerning a person’s body, clothing, appearance, sexual activity, etc.
  • Physical conduct such as unwanted touching or impeding an employee’s ability to move
  • Offering employment benefits in exchange for sexual favors, or demanding submission to sexual requests as a condition of continued employment.
  • Making or threatening reprisals after a negative response to sexual advances

Laws Against Sexual Harassment

Title VII of the Civil Rights Act of 1964 is the federal law governing sexual harassment and applies to employers with fifteen or more employees. The Missouri Human Rights Act (MHRA) requires a minimum of six employees in order for an individual to be able to pursue an employer for sexual harassment, and provides broader protections than Title VII.

Courts generally require that sexual harassment be more than isolated or sporadic in nature, unless the type of harassment is severe or physical. A single severe or physical act may amount to sexual harassment. Conversely, a combination of various separate incidents can add up to unlawful hostile work environment even though each individual act in isolation is not so severe as to be unlawful.

While statistics vary, roughly 20% to 40% of employees claim to have been the victim of sexual harassment, unwanted sexual advances or inappropriate sexual comments by co-workers, clients or customers at their place of employment. Current events involving national political campaigns have heightened the awareness of these issues, and employees should not be reluctant to come forward if they have been a target of sexual harassment at work.

Contact Us

If you believe you have the victim of sexual harassment at work, contact LG Law to assist you. You can call us at (888) 396-6410 or email us using the contact form on this page for a free consultation and to find out more about your rights and potential claims.

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