Categorization of Sexual Harassment

Sexual Harassment not only includes any physical sexual activities but also behaviors such as intimation, teasing, any offensive comments based on stereotypes, etc. Unwelcome sexual comments are what most people associate with sexual harassment. But there's a lot more to it than that. Sexual harassment does not have to be motivated by a desire to have a sexual relationship. It's even possible to focus it on the same sex. It is important to maintain accurate notes of each inappropriate occurrence in cases of sexual assault for the purposes of any future complaint you can file. Sexual Harassment can be categorized into two types:

•    Quid Pro Quo: If it is claimed or inferred that an occupational choice is contingent on the individual employee's willingness to consent to sexual activity, this is considered sexual assault. When it is claimed or inferred that an employee must agree to sexual misconduct to keep their job, this is known as quid pro quo sexual misconduct.

•    Hostile Work Environment: Workplace that is threatening When unwanted sexual behavior causes an oppressive, threatening, or hostile workplace atmosphere that is serious, permanent, and widespread enough to impair an employee's ability to perform job duties efficiently, it is known as sexual misconduct.

Action to be Taken take to Defend Yourself and Your Civil Rights:

•    Everything Must be Documented: Keeping a list or database of events that occur is a smart practice. When you plan to report or take steps, being able to identify precise dates and details of specific activities would be very helpful.

•    Express the Feelings Clearly: Let it transparent to the harasser that their behavior is not acceptable. If you feel like doing so, you should express your dissatisfaction. You might try telling the other party that the form of remark or interaction is unacceptable in the office or that his or her behavior is making you uncomfortable.

•    Contact an Employment Lawyer: This will be in your best interests to hire an accomplished jobs specialist who has prosecuted workplace sexual assault lawsuits effectively. Rather than representing employers, look for claimant's attorneys that defend employees.

Following are the Measures to be taken if the Company Stays Silent on the Incident:

Many states have statutes requiring employers to have a harassment-free workplace. Furthermore, if employees are made aware of the abuse, they must take steps to rectify the situation. If an employer is told of abuse and fails to take sufficient steps to stop it, several states have a different legal argument.

Unless the employer fails to remedy the issue, you may file a lawsuit with the Equal Employment Opportunity Commission or the appropriate state department. If one of these departments discovers signs of sexual assault after investigating the case and efforts to settle the conflict have failed, the department will send you a letter stating your right to prosecute. After that, you have the right to file a civil complaint against your boss to recover damages.