Employment Discrimination
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We are dedicated to the vindication of the rights of our clients who have been harassed or discriminated against at work. Every person, regardless of their age, sex, race, disability, or religion is entitled to be treated fairly and with dignity at work. No person should ever have to endure unwanted sexual advances or other and equally offensive discriminatory behavior just so they can earn a living. No person should ever be terminated on account of their age, sex, race, disability, or religion and no person should ever suffer retaliation because they complained that they were discriminated against.
When the rights of our clients have been violated it is our honor and duty to vindicate their rights.
Our areas of specialization include sexual harassment, age discrimination, racial discrimination, sexual discrimination, disability discrimination, religious discrimination and family caretaker responsibility.
We are commonly asked what does in fact constitute sexual harassment.
According to the law, sexual harassment can take many forms, both obvious and subtle. The law defines two major areas of sexual harassment; quid pro quo and hostile work environment.
"Quid Pro Quo" sexual harassment (something for something) is generally more obvious and easier to recognize. It often consists of a threat to fire or demote an employee unless some type of sexual attention or favors are granted. The threat may take many forms and need not be explicitly verbal.
"Hostile Work Environment" sexual harassment occurs when the acts of a person or persons make another person feel uncomfortable or unreasonably interfere with a person's performance in the workplace, on account of their sex. A hostile work environment is often typified by an intimidating, hostile or offensive work atmosphere, whether or not the harassment is linked to promotions or salary. This illegal conduct can include uninvited touching or groping, lewd comments, dirty jokes and even physical assault.
Retaliation is also forbidden: It is illegal for an employer to retaliate against someone for making a reasonable claim that they have been sexually harassed or for reporting incidences of sexual harassment. Retaliation can take many forms including termination to demotion.
Sexual Harassment may consist of any of the following actions:
- leering
- wolf whistles
- discussion of one's partners sexual inadequacies
- sexual innuendo
- comments about women's bodies
- 'accidentally' brushing sexual parts of the body
- lewd letters
- threatening letters
- tales of sexual conquests
- tales of sexual exploitation
- graphic descriptions of pornography
- pressure for dates
- unwelcome touching or hugging
- grabbing breasts or buttocks
- sabotaging someone's work on the basis of their sex.
- sexist and insulting graffiti
- sexist jokes and cartoons
- hostile put-downs of women
- public humiliation
- obscene phone calls
- displaying pornography in the workplace
- insisting that workers wear revealing clothing
- inappropriate gifts
- hooting, sucking, lip-smacking, and other inappropriate sounds
- pressing or rubbing up against the victim
- sexual assault
- soliciting sexual services
- stalking
- leaning over and invading a person's space on the basis of their sex
- indecent exposure
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