Sexual harassment anywhere can be deeply damaging and even traumatizing. It can make it very hard to make new friends and trust your judgment about a new partner.
Workplace harassment is particularly damaging. You may feel trapped because, unless you put up with it, you worry about being isolated and losing a mentor and the professional relationships you’ve cultivated over the years.
You do not have to put up with lurid stares, comments about your body, unwelcome hands in uncomfortable places, intrusive questions about your social life, invitations for after-dinner drinks, and innuendos about quid pro quo sex.
If this has been going on for a while, and if going into the office or forgetting to hit the “Leave” button in a Zoom call means you are exposed to it, maybe it’s time to consider whether anyone is going to put a stop to it. You may find you are not even the first.
Federal and local laws protect employees from harassment because of certain protected characteristics. Employers often have a legal responsibility to address repeated misconduct or respond to complaints, and employees may need to seek legal support. Laws not only prohibit employers from retaliating against employees who file formal complaints, but also from retaliating against employees who report it and object to it.
A Washington, D.C. workplace sexual harassment lawyer evaluates the offending conduct, examines the employer’s response, and reviews the evidence to support a claim. Seldon Bofinger’s knowledgeable harassment attorneys represent workers facing unlawful job site treatment, and we develop strategies that protect both your legal rights and long-term professional interests. To learn how we can support you, schedule your consultation today.
Other Types of Unlawful Workplace Harassment
Unlawful harassment can also be based on one or more protected characteristics beyond sex. The Equal Employment Opportunity Commission (EEOC) harassment guidelines and the District of Columbia Human Rights Act allow employees to pursue claims for harassment based on:
- Race
- Sex
- Sexual orientation
- Gender identity
- Pregnancy
- Family responsibilities
- Disability
- Religion
- National origin
- Age
- And combinations of protected characteristics
Retaliation claims commonly arise after employees report harassment. Unexpected discipline, reduced responsibilities, demotions, or termination threats may violate the federal anti-retaliation protections the EEOC enforces. In many employment disputes, the employer’s response to the complaint becomes as significant as the underlying harassment allegations themselves.
What Can Employees Do After Workplace Harassment?
If you are facing unlawful conduct at work, you may pursue administrative complaints, negotiated settlements, or civil litigation depending on your circumstances. Your legal strategy often depends on the available evidence, the severity of the misconduct, and your employer’s response.
A lawyer in Washington, D.C., representing you in a harassment claim, can evaluate your sexual harassment claims that arise from intolerable workplace conditions. Prompt legal guidance can help preserve evidence, protect filing deadlines, and reduce risks during communications with management or HR personnel.
Speak With a Washington, D.C. Attorney About a Workplace Harassment Claim Today
Workplace harassment claims require strategic legal analysis and careful documentation. Early legal guidance helps protect your rights and positions your claim effectively for negotiation or litigation.
If you are experiencing harassment, discrimination, retaliation, or a hostile work environment, contact our team at Seldon Bofinger today to discuss your situation. A Washington, D.C. workplace harassment lawyer from our team can listen to your concerns and help you review your legal options to safeguard your career, financial stability, and workplace rights.