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Get the Facts About What Sexual Harassment Means from a Legal Standpoint

Get the Facts About What Sexual Harassment Means from a Legal Standpoint

Quid pro quo and hostile work environment are the two basic types of sexual harassment. There are more complexities of conduct within these two categories. Keep reading to learn about the main types of sexual harassment. Then contact DLC Law at (626) 285-8815 if you have been the victim of sexual harassment and require a free legal consultation with an experienced personal injury attorney who can help you get justice.

Quid pro quo

Quid Pro Quo Harassment is a form of sexual harassment in which a person in a position of power asks a subordinate for sexual favors. Sexual bribery or sexual coercion are examples of quid pro quo harassment. Bribery involving sexual favors entails providing a reward if sexual favors are provided. This reward could be getting recruited, promoted, or given a raise, for example. Threatening punishment if sexual favors are not supplied is a kind of sexual coercion. A supervisor, for example, might threaten to terminate an employee, withhold a promotion, or write a nasty performance assessment, among other things.

Hostile work environment

A hostile work environment is created when harassing behavior interferes with the victim’s capacity to execute their job. Many various sorts of behavior might lead to a hostile work environment, but the majority of them will be classified as gender harassment or seductive behavior.

Gender harassment is defined as behavior that is demeaning or disrespectful to a specific gender. Offensive statements, gestures, jokes, drawings, and pictures are all examples. Unwanted and inappropriate sexual advances are part of seductive conduct. Inappropriate touching is one example, as is continually inviting someone out for dinner, drinks, or dates. Seductive behavior can escalate to the level of sexual assault in some circumstances of offensive touching.

Behaviors that are desired and those that are undesirable

The victim’s mindset, not the perpetrator’s, is what matters when assessing whether or not a conduct is sexual harassment. Let’s say a boss enjoys giving his employees neck massages. He may believe he is simply being pleasant and expressing his support and gratitude for their efforts. They may, however, object to being touched.

Despite the fact that the neck is not a particularly sexual body region, it could be deemed sexual harassment if an employee finds the massaging offensive. It is not sexual harassment if an employee genuinely appreciates the massaging (and does not feel compelled to pretend to love it in order to keep their job). Flirtation can be dealt with in a similar way—only it’s harassment if the person being flirted with finds it offensive.

Have you experienced workplace sexual harassment?

If you’ve been the victim of workplace sexual harassment, the best thing you can do is simply ask the harasser to cease. You do, however, have alternative choices if this does not work or you do not feel comfortable addressing your harasser. Consider contacting a sexual harassment lawyer for assistance in documenting and reporting the behavior. This will also guarantee that you are prepared to take any future legal action that may be required. Call DLC Law right now at (626) 285-8815 to learn more.

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