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These Are the Six Steps You Should Take if You Are the Victim of Sexual Harassment at Work

These Are the Six Steps You Should Take if You Are the Victim of Sexual Harassment at Work

These Are the Six Steps You Should Take if You Are the Victim of Sexual Harassment at Work

Sexual harassment is against the law, and victims have legal options, including suing for damages. Keep reading to learn more about the steps you can take to secure compensation for your damages. You can contact PLBSH at (800) 435-7542 for a consutlation with an employment law attorney.

1. Keep track of everything

The documentation of all abusive interactions is one of the most crucial things you should do if you are experiencing sexual harassment at work. You may strengthen your argument by doing this. No matter how serious the harassment, situations with weak documentation will find it difficult to acquire support.

You should make it apparent that your argument is supported by evidence. People may be forced to believe your assertion if it is well-supported, even if they don’t want to.

2. Examine the reporting procedures for harassment in your employee handbook

You should study the reporting procedures for workplace harassment at your firm. Larger businesses in particular have established protocols for reporting workplace harassment or discrimination. These workplace sexual harassment rules typically specify who you should report the incident to as well as backup contacts in the event that the first person is the harasser.

3. Speak with an employment attorney for legal counsel

Additionally, you ought to speak with a labor or employment lawyer. Numerous other people in your circumstances will have received assistance from seasoned attorneys in this area. They can provide you advice on how to formulate your harassment claim so that it is taken seriously. They can also assist you in identifying your objectives for the lawsuit and understanding your legal rights.

4. Adhere to the company’s internal reporting guidelines.

If your business has internal reporting guidelines for allegations of sexual harassment, you should strictly abide by them. They are there to make reporting easier, make sure the claim is handled by someone qualified to handle it, and treat all claims equally.

However pointless it may seem, going through the internal procedure is important for you since it will help you make your case. Making use of the internal reporting system notifies your employer about your claim. If your company does not react adequately to the harassment, it may be held responsible.

5. Submit an application to the EEOC or a state agency

The next step is frequently to file a harassment suit with the U.S. Equal Employment Opportunity Commission (EEOC) or a comparable state agency, like the California Civil Rights Department, if the internal complaint does not end the harassment (CRD).

Federal workplace discrimination legislation, such as Title VII of the Civil Rights Act of 1964, are enforced by the EEOC. State authorities will enforce state sexual harassment and human rights laws, such as the Fair Employment and Housing Act of California (FEHA).

6. Think about bringing a lawsuit

You will have used up all administrative remedies by the time you receive a right to sue letter, at which point you may initiate a lawsuit for workplace harassment. For many sexual harassment victims, this is frequently their last option. But if the harassment has persisted, it might still be your best course of action.

You might obtain monetary damages for your losses in the litigation to cover your emotional suffering, lost pay, and any medical costs brought on by the harassment. To get help from an experienced attorney who can help you determine what your options are, contact PLBSH at (800) 435-7542.

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