Sexual Harassment & Discrimination
Sexual harassment in the work force may appear to be a relic of the past, but recent jury verdicts and the high number of claims still brought to the EEOC show otherwise. Our firm is experienced in handling sexual harassment allegations, from internal company investigations to state and federal litigation. We have also been able to assist victims of sexual harassment, by getting employers to immediately separate the harasser from the victim and begin seriously investigating the allegations.
We are also experienced in assisting corporations minimize such situations
in the first place, by
- drafting anti-harassment and anti-discrimination workplace policies
- conducting employee training
- serving as third-party investigators
All of these approaches are recognized by courts as valid approaches to dealing with sexual harassment allegations.
If an employee directly or indirectly reports allegations of sexual harassment, you as an employer have a legal obligation to promptly follow-up. Getting the proper legal advice at this stage can help your company avoid or minimize your legal exposure.
Sexual harassment can arise from disparaging remarks, inappropriate physical contact, repeated requests for dates, or being denied advancement for refusing sexual advances, despite your qualifications. If you feel that you have been the victim of sexual harassment, contact us for a consultation.
Contrary to widely held belief, there are no employment laws that prohibit general discrimination or harassment in the workplace. But there are federal and Illinois laws that make it illegal to discriminate or harass employees on account of their:
|Marital Status||Arrest Record|
|Military Discharge Status||Military Status|
If you feel that you have been the victim of discrimination or harassment, or an employee has accused your company or a co-worker of harassment or discrimination, contact us for a consultation.