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Philadelphia Sexual Harassment Lawyers  

Sexual Harassment by a Supervisor

Philadelphia Sexual Harassment Lawyers discuss Sexual Harassment by a SupervisorSexual harassment is a form of sex discrimination and is a violation of state and federal laws. Title VII of the Civil Rights Act of 1964 makes it unlawful for an employer or supervisor to sexually harass an employee, or allow another employee to sexually harass a colleague. The Philadelphia sexual harassment lawyers at Sidney L. Gold & Associates P.C. are committed to helping victims of sexual harassment seek the justice and compensation they deserve. Sexual harassment by a supervisor or a hostile work environment created from unwanted sexual advances that results in job loss, demotion, or discriminatory actions is a direct violation of a worker’s civil rights.

Types of Sexual Harassment in the Workplace

Sexual harassment in the workplace is divided into two general categories:

Quid Pro Quo: This type of situation occurs when a manager or supervisor makes demands of a sexual nature from a subordinate employee in exchange for workplace benefits. A supervisor that demands sex as a basis for keeping a job or getting a promotion can be held liable in a quid pro quo sexual harassment lawsuit. A manager that makes sexual advances or demands in return for a favorable performance evaluation is also in violation of the law. Raises, preferential shift assignments, or the threat of demotion that are based on sexual favors are all examples of sexual harassment.

A single incident of this type of behavior by a supervisor can be a basis for a quid pro quo lawsuit. An employer can also be held liable for damages if they were made aware of this type of conduct and allowed it to continue. It is the responsibility of the employer to stop the harassment of the supervisor once they know that this type of harassment has taken place.

Hostile Work Environment: A hostile work environment occurs when conduct of a sexually offensive nature continues in a work environment over a period of time. Examples of this type of sexual harassment can include repeated unwelcome sexual advances or gestures, inappropriate material or language of a sexual nature that are present in the workplace over a period of time, or continued insults and offensive comments regarding a person’s sex, gender identification, or sexual orientation.

A single act would not necessarily create a hostile work environment, but when an employee is subject to repeated offenses, the work environment can become so negative that the employee feels unsafe, or unable to effectively perform their work responsibilities. The harassment can come from a supervisor, but can also come from coworkers or other employees. Supervisors can be held liable for this type of sexual harassment if they fail to stop the behavior of their subordinates once they are made aware of it. When the harassment is the result of the supervisor’s actions, the employer can also be held liable if they fail to take steps to end the harassment.

Stopping Sexual Harassment by a Supervisor

A victim of sexual harassment by a supervisor can experience overwhelming emotions. They may feel alone and unable to find support from colleagues or other supervisors. They may worry that coworkers or employers may retaliate if they report the harassment. In many cases, victims of harassment develop feelings of shame or insecurity, or worry that they are somehow to blame for the unwanted sexual advances.

The first thing a victim of sexual harassment in the workplace should do is try to end the harassment personally. Confronting the offending supervisor, or consulting with outside sources for advice can empower the victim and end the harassment. If these strategies fail, the victim may find it necessary to enlist the help of the company’s human resources department, or report the harassment to the supervisor’s superior or company executive.

If these attempts to stop the harassment are unsuccessful, it is then time to seek legal counsel. Federal and state laws are in place to protect employees from suffering the detrimental consequences of sexual harassment in the workplace. If the victim is denied employment, promotion, or reliable employee evaluations for refusing to comply with the sexual demands of their supervisor, legal action can be taken against the supervisor and in some cases, the employer as well. A competent and experienced sexual harassment lawyer can review the details of the case and pursue legal action.

Philadelphia Sexual Harassment Lawyers at Sidney L. Gold & Associates P.C. Advocate for Victims of Sexual Harassment in the Workplace

If you or someone you know has been a victim of sexual harassment in the workplace, the experienced Philadelphia sexual harassment lawyers at Sidney L. Gold & Associates P.C. can help you claim the justice and compensation you deserve. Call us today at 215-569-1999, or contact us online to schedule a consultation today. Our offices are conveniently located in Center City Philadelphia and serve clients throughout Pennsylvania and New Jersey.

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