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Types Of Sexual Harassment

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The Many Types Of Sexual Harassment

“What are the many types of sexual harassment,” you could have wondered. Under Title VII of the Civil Rights Act of 1964, sexual harassment is defined as a form of discrimination that is divided into two categories:

  • quid pro quo
  • hostile work environment

Quid pro quo sexual harassment occurs when a supervisor offers or hints at sexual favors in exchange for career advantages, whereas hostile work environment sexual harassment includes continual sexual assaults, gestures, jokes, or other comments that make it impossible for an employee to work without fear. Male and female victims of sexual harassment can be found in any occupation, with perpetrators not necessarily being of the same gender.

The Equal Employment Opportunity Commission (EEOC) has a broader definition of sexual harassment, in order to protect employees from it. According to the EEO-1 form, sexual harassment occurs when a person is subjected to any unwanted or uninvited sexual advance or conduct that inhibits job performance or creates a hostile, intimidating, or offensive workplace. Employers and employees should be familiar with this definition because the EEOC is the federal body responsible for enforcing sexual harassment claims. To avoid, prevent, or protect oneself against alleged sexual harassment, employers and personnel must be aware of this definition. It’s critical to remember, however, that the EEOC makes its decision on a case-by-case basis.

What Is Quid Pro Quo Sexual Harassment?


In Latin, quid pro quo sexual harassment means “this in exchange for that,” and it’s when a person, usually a supervisor, makes advances or hints at sexual favors as a condition for company perks. Some of the following perks might be:

  • Wage increases (raises)
  • A larger or newer office or cubicle
  • Promotion
  • Travel opportunities
  • More desirable shifts
  • Job retention

This is not to be considered an exhaustive list, and there are certain things a supervisor may promise in return for a quid pro quo situation. There’s no such thing as a male or female version of this example since it can happen between males, females, or anybody else.

Another sort of quid pro quo sexual harassment involves the consequences of declining a supervisor’s advances. This might include:

  • Termination
  • Threats
  • Demotion
  • Less desirable work assignments
  • Unsatisfactory shifts

Since such actions have unfavorable consequences, the harasser employs their authority to intimidate or force the other party into submission. It’s worth noting that even if an employee initially acquiesces to these demands, they may later change their mind and file a claim or complaint against the errant supervisor.

What Is Hostile Work Environment Sexual Harassment?


Hostile work environment sexual harassment, like quid pro quo sexual harassment, has a few key distinctions. First, the harasser does not have to provide employee perks in exchange for sexual favors. Instead, sexual comments, advances, or other material that creates a hostile, intimidating, threatening, or offensive workplace environment prevents the employee from doing their job.

The perpetrators of hostile work environment sexual harassment aren’t always bosses or supervisors. This might include coworkers and third parties, such as clients, suppliers, customers, and even couriers or delivery personnel. However, hostile work environment victims can be either male or female, and the behaviors may be directed towards someone of the same sex or someone of the opposite gender. This type of harassment might include:

  • Incessant or repetitious telling of sexual or dirty anecdotes or jokes
  • Images, icons, cartoons, and even dolls or sculptures with a sexual connotation or theme
  • Insulting or using derogatory sexual terms toward another person
  • Writing emails, memos, or other correspondence that includes sexual innuendos or other material
  • Repeated, sexually oriented actions such as touching, rubbing, or groping that are done without the consent of the other person, or equivalent conduct that has been consented to but creates a hostile work environment for others

In certain situations, a person who is not the target of any sexual harassment might have a legitimate claim. If another party submitted or tolerated sexual harassment to obtain employee benefits, for example, the third-party may be prevented from obtaining a promotion or raise.

To be considered a victim of hostile work environment sexual harassment, a plaintiff must satisfy both subjective and objective criteria. This implies that the victim subjectively regarded the behavior as abusive, hostile, or insulting. In order to prove their case, they must also convince a judge that a reasonable person with comparable personality characteristics would find the same conduct disturbing to a safe workplace.

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Employer Liability In Sexual Harassment Cases


Employers are frequently held liable for their supervisors’ behaviors or other employees’ actions since it is the employer’s duty to maintain a work environment free of sexual harassment. Employers should take every precaution to ensure that a sexual harassment policy is established and implemented. The existence of such a policy is critical for preventing, detecting, reporting, and addressing any instances of sexual harassment at work.

Employers that do not make these policy decisions or exhibit reckless indifference to them may be held responsible. While supervisory sexual harassment almost certainly exposes the employer to liability, even an infraction by a low-level employee and even a third-party or non-employee can expose the employer to liability.

Another route to employer liability in a sexual harassment case is when they were aware of the situation or should have been aware of it and failed to act. There’s a good chance that the employer does not have a sexual harassment policy in place if this occurs.

What Are Some Of The Side Effects Of Sexual Harassment?


Sexual harassment, particularly in repeated instances, has a detrimental influence on individuals physically, psychologically, and professionally. Many women who have been victims of sexual harassment experience many of these symptoms and perceive them to be comparable to extreme stress.

Sexual harassment has a number of psychological consequences, including:

  • Insecurity, low self-esteem, and feelings of powerlessness
  • Fear, frustration, anger, and irritability
  • Self-blame, shame, or guilt
  • Isolation
  • Depression, shock, or denial
  • Anxiety

Although there isn’t any physical contact, sexual harassment might induce physical side effects as a result of anxiety, including:

  • Headaches or migraines
  • Night terrors, nightmares, or trouble sleeping
  • Fluctuations in weight
  • Lethargy
  • Sexual problems; lack of drive or ability
  • Skin reactions
  • Digestive or gastrointestinal issues
  • Panic attacks
  • Development of phobias

Many victims of sexual harassment are compelled to leave or alter their academic programs, job assignments, career ambitions, and paths as a result of the excessive tension both physically and mentally. This can also lead to long-term career consequences such as:

  • Decreased interest in job performance
  • Poor job performance evaluations
  • Termination or loss of promotion chance
  • Demotion
  • Sharp decline in work performance or academic work
  • Frequent absenteeism
  • Change in career goals or path without warning
  • Withdrawal from work, school, or even social situations

How To Stop Sexual Harassment In The Workplace


Sexual harassment has a slew of negative outcomes, therefore employers and employees must do their best to prevent it at all costs. Employees who have been subjected to sexual harassment should take a direct approach to the problem. If the event occurs, they should follow these steps:

  1. The most effective strategy of action is to confront the harasser head-on. This is because the abuser may not have any malicious intentions and will just stop their actions if you tell them something. If left alone, this might lead to more aggressive behavior.
  2. Tell the harasser exactly what the problem is so they can consider it.
  3. If you’re uncomfortable with the situation or don’t want to take a direct approach, write an email, letter, or memorandum to the harasser. Describe the incident, how it affected you, and why it must cease in your letter.
  4. If neither of those options is suitable, the victim may notify or write a supervisor or someone in human resources. These personnel are knowledgeable about the procedure for addressing sexual harassment situations and may suggest any stress-reduction or mental-distress treatment.
  5. If you’re a member of a union, there are additional options. Unions are dedicated to creating a harassment-free environment, and many times they contain provisions on how to address sexual harassments in the collective bargaining agreement.
  6. Make notes about everything that goes with an event, follow-up, complaint, and investigation.

Every scenario is unique, and each personality is different. The only person who can make the best decision in any given scenario is the individual himself. The only thing that’s completely sure about is that ignoring the problem will just make it worse or continue to be part of the workplace routine.

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We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 310-2470

What To Document During Sexual Harassment Cases


Because documenting is such an essential component of filing a valid sexual harassment lawsuit, it’s critical to include every detail, no matter how little. If you don’t, you may lose a court case. Here are the things you should remember to document:

  • Specific information, including the time and date of all details
  • The people directly and indirectly involved
  • Any reactions to the alleged sexual harassment
  • How the incident made you feel
  • How it affected work performance
  • How it affected your general well-being

Victims should try to write down all of these details as soon as possible when they are still fresh in their minds. After recording everything listed above, remember to keep a backup in a secure location, preferably at home or somewhere remote from the workplace for protection. Victims may also wish to maintain a diary that documents their feelings outside of the workplace. This helps ensure that any mental agony or tension they experience is documented, which aids in the development of their case and lawsuit.

Dealing With Sexual Harassment


Even if a victim does everything possible to avoid being sexually harassed, it isn’t always as simple as it appears to deal with the consequences of such conduct. The first step toward dealing with it is to refuse to blame yourself for what has occurred, since you did not create the problem. Instead, hold the harasser accountable.

When individuals place the blame on themselves, they may experience an overabundance of stress, which will not aid in resolving the problem. If this is the case, seeing a mental health expert who specializes in sexual harassment is advised. These individuals are highly trained in their field to help individuals deal with the situation and problems caused by sexual harassment.

Having a friend, family member, or co-worker to discuss it with is another approach to deal with sexual harassment. Telling friends and family can assist you in lightening the burden and providing you the support you need to overcome the difficulty. You may discover that you aren’t the only person who has been harassed by the same person when talking to a co-worker about it. This will not only help to reduce your stress levels, but you will feel better knowing that you were able to prevent others from being subjected to sexual harassment as well.

Protection Under The Law


Victims of sexual harassment may be relieved to discover that their employer responds promptly, effectively, and efficiently. Not every company, however, has the procedures in place to deal with such situations swiftly. If that’s the case, you should file a civil lawsuit, which is under Title VII of the Civil Rights Act of 1964. Victims must submit their allegations to the EEOC in order to pursue this option. This is the agency in charge of enforcing the legislation.

The EEOC investigates the claims. If they do not reach a settlement in your favor, you may be required to file both a Title VII lawsuit and an EEOC claim. Different procedures for bringing a sexual harassment case may exist in each state. More than anything, keep in mind that time is of the essence here.

In Los Angeles, state and federal laws protect employees against sexual harassment in the workplace. Employees who have been harassed are entitled to both (1) pursue legal action to end the abuse and (2) seek financial compensation for missed income and emotional suffering. We are dedicated to advocating for victims of sexual harassment at Los Angeles Sexual Harassment Lawyers.

Contact Los Angeles Sexual Harassment Lawyers at (888) 310-2470 if you have been subjected to sexual harassment. Our sexual harassment lawyers handle all types of sexual harassment cases on a contingency basis. That means we do not get paid unless and until we obtain a settlement or verdict on your behalf.

Have you been the victim of sexual harassment in Los Angeles?
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The Time to Act is Now 

Act now for a free consultation from our top-rated legal team to discuss any rights or compensation that you may be entitled.

We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 310-2470

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