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State and Federal Law, and very often Local Laws as well, protect people from discrimination in the employment context. It is unlawful to discriminate against employees or applicants on the basis of sex. Sex should not be a basis for making decisions relating to hiring, termination, promotions, compensation, job training, or other terms, conditions, or privileges of employment. If you feel that you have been discriminated against on the basis of your sex, we can help you assert your legal rights and fight back.
Sexual harassment is a variation of gender discrimination. Unwelcome sexual advances, sexual propositions, and/or verbal or physical behavior that is sexually motivated and it affects the terms and conditions of employment, or creates an intimidating, hostile, or offensive work environment.
It is important to note that the gender of the victim is not relevant in cases of this nature, nor is the gender of the sexual harasser. Moreover, the sexual harasser can be a superior, non-employee, or a co-worker.
A plaintiff suing under this theory does not have to be the person directly targeted for sexual harassment if the offensive conduct impacts the terms and conditions of employment. In these cases, the courts will look to see if the terms and conditions of employment have been changed as a result of the offensive conduct. For instance, if the message is sent to employees that the only way to move up is to allow oneself to subjected to sexual harassment or engage in sexual conduct, then the plaintiff’s burden will be met. It is important to note that terms and conditions of employment do not have to be economic in nature.
If you believe that you have been the victim of sexual harassment, we can help you assert your rights and recover monetary damages.
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