Uninvited comments, conduct, or behavior regarding sexual orientation, sex, and gender constitute a form of workplace discrimination known as sexual harassment.
Other actions that are regarded as sexual harassment include:
- sharing sexually inappropriate images, videos, or salacious gifts
- Sending suggestive letters or notes,
- inappropriate sexual gestures
- inappropriate touching, including rubbing, patting, and intentionally brushing up against someone.
Of course, there are other actions that are also considered sexual harassment — like making a sexual comment about someone’s clothing, appearance, or body parts. Due to the complex nature of harassment cases, it is always best to consult with a sexual harassment attorney to help you decide on the best course of legal action.
How to handle workplace sexual harassment
Suppose you or someone dear to you is a victim of workplace sexual harassment. In that case, you can proceed to file a harassment claim as provided for by the Equal Employment Opportunity Commission (EEOC).
If the other party involved is an employee where you work, you should first notify your employer’s human resource department. While you are at it, take note of dates, time, and the incidents’ nature.
Taking the steps mentioned above is important because they will come in handy if you decide to proceed with litigations. If you have exhausted every means of remediating the situation, the best step to take is to file a workplace harassment claim.
To successfully file a harassment lawsuit, you should be able to prove that:
- Your employer tried to correct the act or harassment behavior, and
- That the employee in question refused to desist.
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It may interest you to know that workplace harassment has eaten deep into the fabric of workplace ethics and is becoming more rampant than ever.
According to surveys statistics, women, African-Americans, members of the LGBT, people with disabilities, and workers of certain religious groups are mostly on the receiving end of such distasteful acts.
Workplace sexual harassment statistics
Here are some statistics to paint a clearer picture and give you a better perspective on workplace harassment in the United States.
According to EEOC statistics, 33.4% of cases filed with the commission border on disability discrimination. EEOC also reported that 23,976 cases of racial discrimination in the workplace were recorded in 2019.
Statistics from Harvard Business Review, 92% of women say they have experienced gender harassment, and of the 76,675 complaints filed with the EEOC, 32.4% invoked sex-based discrimination.
With so many workplace sexual harassment cases being registered at the EEOC and courtrooms, such cases often become protracted. Thus, taking a financial toll on plaintiffs.
Depending on your state or EEOC jurisdiction, plaintiffs are often required to file their workplace harassment lawsuit within 180 days after the incident.
Also, you need to obtain a letter from EEOC before you proceed to file your claims. This letter is called the trigger to sue letter. As we mentioned earlier, it’s best to talk through all these with a workplace harassment attorney.
To help you meet your financial expenses during litigation, you can apply for a cash advance on your pending case or pending lawsuit settlement.
Baker Street Funding can help you with an instant cash advance
At Baker Street Funding, we offer non-recourse cash advances or lawsuit loans, also known as pre-settlement funding, to help you sort your legal expenses on your sexual harassment claim.
Unlike other legal funding companies, our pre-settlement funding process is simple and easy to follow through. We have a professional team of legal funding experts working around the clock to ensure that your lawsuit loan application gets a prompt response and is not delayed.
Upon approval, you will get the agreed amount on the contract credited to your accounts without delays once the agreement is dually executed. Apply to learn more.
