Employment Law Information

If you’re an individual who feels as though he or she is subjected to sexual harassment in the workplace, this article is for you. The information is designed to assist you in making a determination as to whether you have been subjected to sexual harassment and, if so, the appropriate steps for you to follow. It also provides information that will assist you in obtaining a lawsuit loan.

What are the first steps to be taken? First, you’d be advised to make certain that the activity to which you’ve been subjected does in fact qualify as sexual harassment. The Equal Employment Opportunity Commission states that unwelcome sexual advances, requests for sexual favors or any conduct of a sexual nature is morally wrong, unethical, and unacceptable in the workplace.

Many times employees either submit to or find themselves having to reject such advances, worrying that such behavior will defeat any claim for harassment in the workplace. However, if an employee either submits to her rejects these advances, those actions may not be used against the employee as a basis on which employment decisions would be made. Furthermore, such advances should never be used to either intimidate or subject to the employee to either a hostile or offensive work environment. It makes no difference whether the conduct was intentional or unintentional.

Essentially, there are two types of sexual harassment. The first type is “quid pro quo.” This form of harassment involves giving something given in exchange for something else. A “hostile work environment” is a second type of sexual harassment that is often found in the workplace. Either one or both would qualify for a lawsuit loan.

Quid pro quo harassment would arise in a situation in which a basis on which employment decisions are made includes having the employee either submit to or reject conduct that would constitute sexual harassment. Such harassment occurs when an employee’s submission or rejection of such conduct is used as a criterion in assessing the employee’s performance by a supervisor, manager, or someone else who is in a position to influence such decisions.

When this conduct occurs in the workplace for the purpose or effect of interfering with an employee’s work performance, a hostile environment has been created. Creating either an intimidating or offensive workplace for a specific employee also constitutes a hostile work environment. It is unfortunate that many employees feel as though they cannot afford to pursue an action against the harasser, meekly tolerating the egregious conduct. A lawsuit loan may significantly alter the dynamics of this situation.

This conduct is in violation of Title VII if the actor intends to create a hostile work environment and succeeds in doing so. However, it is important to note that such conduct may constitute a hostile work environment, even if the actor did not intend to create such an environment, if the conduct is prohibited under Title VII.

In Part 2, we will discuss effective ways in which one may stop conduct which constitutes sexual harassment in the workplace. Don’t give up the fight due to limited financial resources before you see if you qualify for a lawsuit loan.

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