By 
Introduction
Title VII of the Civil Rights Act of 1964 protects the people who file sexual misconduct allegations with the EEOC from retaliation. Retaliation can consist of termination; poor performance reviews, harassment, demotion, or passing the employee over for a promotion after the claim is made to “punish” the individual. Employers can be made accountable for sexual harassment in the workplace under the following conditions, according to the New York Department of Human Rights:
- If the mistreatment was committed by a co-owner, manager, or supervisor, the employer is liable, whether or not they had been aware of the situation;
- If the harassment originated among regular employees, the employer may be held accountable if they were conscious of it, should have been cognizant of it, or failed to implement a sexual harassment policy.
- If one has reported workplace harassment and has received retaliation because of their complaint, such as being fired, demoted, or bullied into dropping one’s claim, one may be entitled to compensation in a civil action. Queens sexual harassment lawyers should be contacted.
Filing a sexual harassment claim, discussing sexual harassment in the workplace with co-workers and expressing one’s desire to file a claim, and helping with a colleague’s claim by supplying testimony are all legal operations. The Equal Employment Opportunity Commission received 1,202 sex discrimination complaints from New York in 2016. (EEOC) This figure includes all forms of discrimination based on gender, primarily sexual harassment. In 2011, the EEOC received 11,364 sexual harassment complaints from throughout the country. Women contributed 84 percent, while men contributed 16 percent.
Sexual Harassment by a supervisor
When a supervisor participates in sexual harassment, a victim may choose not to disclose it for fear of losing his or her work or face other forms of retaliation. Quid pro quo sexual harassment victims frequently consider they have no choice but to comply with their employers’ requests for sexual contact in exchange for preferential treatment. Even if one’s work is on the line, one must never participate in unwelcome sexual contact.
Even if your work is on the line, you should never participate in unwelcome sexual contact.
Conclusion
A retaliation claim is filed with the EEOC in almost the same way that a sexual harassment claim is. This federal agency oversees all investigations and enforcement of federal employment laws in the United States. Workers should prove that their employers’ actions were related to their participation in protected activities, much as they must with sexual harassment claims. Expert sexual harassment attorneys will advise one on all of their choices for dealing with a sexual harassment case against their Company.
The resources and expertise to assist someone in bringing their testimony to light and holding those responsible accountable, as well as knowledge of the federal, state, and local laws that apply to businesses in Queens when it comes to sexual harassment.
Comments