The Serious Threats of Labor-Related Sexual Harassment

The growing number of incidents related to sexual harassments in the workplace is one of the major concerns that the U.S. employment sector is dealing with. In the past few years, thousands or even a hundred thousand of these cases were reported and were filed in the courts every year. Consequently, a lot of the victims suffered a great deal of emotional damages due to these indecent acts. One of the questions that arose in these labor issue is how can we say that the said acts are done unlawfully and maliciously rather than that of the acceptable human behavior. Thus, the major public finds the definition of sexual harassment as assumed by the law, very vague. In this reason, and also maybe of the uncomfortable and tricky procedures of defending a sexual harassment case, most of the victims fail to succeed in their pursuit of justice. Sexual harassment, as defined in the Federal Laws under Title VII of the Civil Rights Act of 1964, is a form of sex discrimination. It may also be considered as “an unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment” according to the Equal Employment Opportunity Commission. Furthermore, each State may adapt different provisions in confronting this issue. They greatly vary on defining the terms and the approach on what proper sanctions should be sentenced to the assailant. But still, the victims may file their sexual harassment claims to the proper courts to obtain at least monetary damages from the party who brought them much emotional or even physical pain to some extent.

Although the thin line that separates the two different types of sexual harassment cases is slowly taken away through these past years, most courts still use it to determine the merits of the claims. Quid Pro Quo is a form of sexual harassment where the guilty party has the authority over his or her victim that enables him or her to demand sexual relationship to the victim in exchange of job favors such as promotions and salary increases. On the other hand, Hostile Work Environment is a type that comes in other ways not attributed to physical contact such as informal jokes or threats which may cause intimidation to the victim and subsequently creates an indecent work environment.

Apparently, these sinful and immoral acts should be dealt with accordingly and with much advocacy to deter more incidents from happening. Victims may also acquire the legal services of professional lawyers who are experts in dealing with labor malpractices to further enhance the possibility of obtaining justice.

Indeed, every employee deserves to be treated well not only by their superiors but as well as their co-workers. The workplace is not the area for sexual pleasure, but rather it is where everyone should respect each other’s rights and be economically productive citizens.

For more information visit the Los Angeles Employment Attorneys Law Firms and Offices

Rainier used to work in a publishing company as a writer and eventually became an associate editor. He dealt in writing instructional materials for secondary and tertiary students. His passion in writing inspired him to read a lot and subsequently enabled him to gain more knowledge and skills.

A Deeper View on Sexual Harassment

In the United States, around 15,000 cases of sexual harassment are filed in the Equal Employment Opportunity Commission (EEOC) every year. These unruly sex discrimination acts by a higher authority such as the employers are covered by Title VII of the Civil Rights Act of 1964. This law pertains to labor institutions, employment agencies and also the federal government. Its scope covers the employers having fifteen or more workers under his supervision. Sexual harassment deals with cases involving unwanted sexual moves and sexual favors among others. In the workplace, these acts can be brought to the EEOC for appropriate lawsuit if these put much effect to the employee such as interference in one’s work, intimidation, threat, or being engaged in an unpleasant working condition. These harassment incidents have many variations. In fact, it not necessarily means that the victim is always a woman and the aggressor, a man. Same thing as it may occur in cases such that both the victim and the harasser are in the same sex. Most of the times the aggressor has a great authority over the sufferer but there are even occasions that they belong to the same level of work. Moreover, these objectionable acts may come in the form of verbal expressions of sexual desire and not always physical exploitations which may lead to extreme and forcible sexual act.

For a sexual harassment case to gain merits in the court, the accuser must first prove that the sexual violation is unwelcome and in intense cases, the act was done in a violent manner. This means that anyone filing a case suit should be aware that he or she must have informed the assailant, in any way, the he or she is against the person’s malicious act. This is quite important because the EEOC examines such accusations in a holistic approach when doing investigative efforts to resolve these issues. They conduct thorough analysis on both party’s assertions and other factual information and evidences which have involvement on the case in order to uphold justice.

Nonetheless, it is much better to prevent the occurrence of these incidents in the workplaces. Much to be aware of, employers have the obligation to carry out their duties of providing their workers a safe and amiable place to perform their work and to prevent sexual harassment cases from happening. They, too, should make it clear to their workers that sexual aggression is indeed prohibited in his company by conducting seminars about the topic, setting up an efficient help desk which will hear and resolve the complaints of employees regarding sexual harassment.

The complexities of the law and the intricate court procedure may jeopardize the possibility of obtaining justice. This is why it is still much practical to ask the assistance of a credible labor lawyer to provide support in any legal undertakings such as filing a sexual harassment suit. An expert and steadfast lawyer to handle a victim’s case may be more likely to gain favor in the court’s resolution of his case.

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Rainier used to work in a publishing company as a writer and eventually became an associate editor. He dealt in writing instructional materials for secondary and tertiary students. His passion in writing inspired him to read a lot and subsequently enabled him to gain more knowledge and skills.


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