COVID-19 UPDATE: Our office continues to remain open, however, we are modifying our methods of communication in order to protect the safety of our clients and staff. We are available via phone, email, and video conference. Please call the office to discuss your options.

2 categories of sexual harassment

| Sep 14, 2020 | Employment Law |

Workers have the right to do their job duties without having to worry about being sexually harassed. While some people might think that sexual harassment always involves physical contact, this isn’t always the case. It is possible for an employee who is never touched to be the victim of sexual harassment.

There are two categories of sexual harassment that can occur. One of these is that the behavior makes the workplace hostile. The other is quid pro quo, which means that the worker is asked to perform a sexual act for some favor in the workplace.

The person who is sexually harassing an employee might be a supervisor or administrator, but this isn’t always true. It’s possible that co-workers, customers or vendors might be the ones who are doing the harassing. Because of this, the employer should have clear-cut rules that strictly forbid sexual harassment in all forms and from all sources.

Employees can be sexually harassed via verbal conduct. For example, someone making off-color comments to the person that have sexual undertones or blatant sexual messages is considered sexual harassment. It’s also possible that it can come from things like messages left at the person’s workstation or something similar.

The victims of sexual harassment are sometimes the ones who speak up about what’s going on, but it’s possible that they won’t. Anyone who witnesses sexual harassment can file a complaint about the behavior they see. Protections against employer retaliation are in place so that victims and witnesses of sexual harassment can speak out without having to worry about negative employment actions as long as the complaint is based on facts.