Unwanted Advances, Touching and Sexual Advances
If you are the victim of sexual harassment it is important to contact an attorney in order to uphold your legal rights. While sexual harassment is prohibited by Florida State and Federal laws, the intricacies of a legal battle make choosing the right attorney imperative. At the law firm of Massey & Duffy, PLLC we have a philosophy of respect and integrity coupled with an uncompromising pursuit of justice. We take the time to fully understand all aspects and locate all factors which contributed to your discrimination case and work towards achieving the best possible outcome.
Sexual harassment is discrimination that violates Title VII of the Civil Rights Act of 1964. Sexual harassment in the workplace is categorized as unwelcome sexual advances, requests for sexual favors, and other physical or verbal conduct that is sexual in nature and when this behavior affects the individual’s employment, work performance, or creates a hostile work environment. If you believe you have been a victim of sexual harassment at your place of employment, please contact us today and schedule your free consultation.
Sexual harassment may or may not include inappropriate touching. More than in any other area of employment law, the victim of sexual harassment must navigate through a myriad of workplace rules, human resources policies, and other administrative requirements in order to preserve his or her claim. For this reason, Massey & Duffy, PLLC, urges employees who believe they are the victims of sexual harassment to contact a knowledgeable employment lawyer even before complaining to the employer.
Quid Pro Quo Sexual Harassment
Quid pro quo is a Latin term that translates to “this for that.” On the basis of sexual harassment in the legal realm it is when an authority figure implies or demands an individual provide sexual favors in return for a positive return such as keeping a job, being hired, or receiving a promotion. This may also be in terms of a sexual favor to avoid a bad consequence such as demotion or termination. In basic terms, quid pro quo means, “a favor for a favor.”
Hostile Environment Sexual Harassment
Alternatively, you may be experiencing sexual harassment in the workplace that creates an unsatisfactory work atmosphere. This can occur in a variety of ways, but often transpires when a supervisor, co-worker, vendor, customer, or contractor makes sexual advances or comments to another individual creating a substandard and unacceptable work environment. If comments, gestures, or jokes are made that affect your ability to work productively or creates an intimidating, hostile or offensive work environment, you may be experiencing work-place sexual harassment.
Hostile Environment Can Take Many Forms
- Offensive vulgar language
- Vulgar gestures and innuendos i.e. blowing kisses, winking, licking lips, etc.
- Sexual overtones in interpersonal communications
- Personal questions of a sexual nature, i.e. asking about sexual fantasies, preferences, or history, etc.
- Physical contact, either sexual or degrading
- Unwanted pressure for dates
- Offensive or explicit pictures, magazines, books, emails, etc.
If conduct, sexual or otherwise discriminatory, is so severe and pervasive that it creates an intimidating, offensive, threatening or humiliating work environment or causes a situation where a person’s psychological well-being is adversely affected it is imperative to contact a lawyer immediately. Please call an experienced sexual harassment employment law attorney today (link in our contact page) to begin work on your case immediately.
Choosing Massey & Duffy, PLLC is the Right Choice
There are many reasons to choose our lawyers to help fight for your rights. Here are just a few:
- Our Caseload: We accept serious matters only
- Credentials: History of winning the most difficult cases
- Experience: We’ve got the experience you want
- Personality: We’re down to earth and will be real with you
- Affordability: We seek affordable solutions
- Determination: We’re determined to see you succeed
- Technology: We’re known to be tech-savvy
- Integrity: We won’t compromise our ethics or yours
- Our Clients: Whom we represent are the most important
Our Lawyers will Stand with you Throughout Litigation
At our North Central Florida law firm, we will stand with you throughout the process and help you determine the best legal course of action. If you may become involved in litigation as a result of unlawful sexual harassment and are looking for experienced legal counsel, contact Massey & Duffy, PLLC, today for a free consultation. We would be happy to discuss your legal situation and advise you on the best legal course of action.
Committed To Improving Lives
Our firm is founded on a sincere commitment to improving clients’ lives. We understand that throughout life, obstacles are thrown in our path that are difficult to overcome. Our goal is to help you find your way. We are not a mill that emphasizes quantity of quality. Rather, we realize the importance of interpersonal relationships and provide personal attention and superior service for every client.
When you walk into our office, you will be meeting face to face with an attorney. Our team will walk you through the process and keep you informed at every step of the way. We are experienced in handling all types of employment discrimination issues. Years of success continue to show the attorneys’ thorough grasp of effective strategies in order to maximize compensation. Our lawyers understand what judges, juries, and various agencies look for in these cases. Whether your case goes to trial or is resolved through settlement, you can rely on Massey & Duffy to place your needs and goals first.
Sexual Harassment Facts, Statistics, & More (http://www.eeoc.gov/laws/types/sexual_harassment.cfm)
American Association of University Women, Know Your Rights: Workplace Sexual Harassment (http://www.aauw.org/what-we-do/legal-resources/know-your-rights-at-work/workplace-sexual-harassment/)
What is Sexual Harassment? (http://www.un.org/womenwatch/osagi/pdf/whatissh.pdf)
Title VII of the Civil Rights Act of 1964 (http://www.eeoc.gov/laws/statutes/titlevii.cfm)