Sexual Harassment Attorneys against Retaliation at Queens

Title VII of the Civil Rights Act of 1964 ensures protection to the one who files allegations for sexual misconduct with EEOC for retaliation. Retaliation can happen because of poor performance reviews, termination, demotion, or restricting one from the promotions. New York Department of Human Rights stated that an employee can be made accountable for sexual harassment in a workplace under various conditions.

  • If the misbehavior or the mistreatment was committed by a manager, co-owner, or their supervisor; the employee is responsible whether he was aware of the situation or not.
  • If a regular employee has origin the harassment, he will be responsible and accountable if they were conscious of it, should have been cognizant of it, or failed to implement a sexual harassment policy.
  • If one has received retaliation after their complaint being reported about workplace harassment such as being fired, demoted, or bullied into dropping one’s claim. Then one may be entitled to civil actions. Surely Queens sexual harassment attorneys should be contacted.

Behavior that makes uncomfortable 

Sometimes one’s behavior or comment seems normal to one particular person but that makes another person uncomfortable that lines are crossed many times. Repeated requests for dates, lewd comments, posting pornographic pictures can make someone uncomfortable which is considered sexual harassment. 

Pressure or request from a senior or supervisor for sexual favors in return promotional causes or continued employment for an employee counts in the same picture of sexual harassment. If such harassment continues in a hostile work environment, the situation develops which becomes a serious issue and one must contact QUEEN’s harassment attorneys.

Few following signs for such harassment are-

  • Sexist language or behavior
  • Tactics like Coercion and bribery for accomplishing goals
  • Uncomfortable touching or uncomfortable languages
  • Commenting about employees bodies inappropriately
  • Invasive questions or sexual gifts

Sexual Harassment is not for any particular gender because a report from EEOC stated that in 2011, 84% of sexual harassment reports are from women and 16% from men.

Under the act of Title VII of the Civil Rights Act of 1964, individuals who file sexual harassment claims with EEOC are protected from retaliation. This honorable federal agency handles all investigations related to federal employment laws related to the United States. It is illegal for any employer to tolerate sexual harassment in the workplace to abide by any situation. One has a right to report against any such situations of behaviors and has a right for protection from the states.

Paul Petersen

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