Dallas Sexual Harassment Lawyer
State and federal law prohibit sexual harassment. Sexual harassment involves treating employees differently with respect to the terms, condition and privileges of employment based on sex. It comes basically in three varieties.
The law prohibits an employer from conditioning employment privileges on the granting of sexual favors, or denying privileges because an employee has refused to grant sexual favors. This type of sexual harassment has historically been known as quid pro quo harassment and implies that an employee’s treatment in the workplace is dependant on the extent to which they grant sexual favors to supervisors or managers.
The law also prohibits the maintenance of a sexually hostile working environment, whether the hostility is caused by supervisors, managers or coworkers. To be actionable the harassment must be sufficiently severe or pervasive to materially alter the employee’s working conditions. This type of harassment has traditionally been called hostile environment harassment to distinguish it from the quid pro quo type described above.
A third related issue involves retaliation for reporting or complaining about something an employee believes in good faith to be sexual harassment. The law prohibits an employer from retaliating against an employee who reports sexual harassment directed at themselves or directed at others in the work place.
More than in any other area of employment law the legal rights of an employee suffering from sexual harassment may depend on the action taken by the employee her/him self. It is therefore strongly suggested that anyone who thinks they may be the subject of either quid pro quo or hostile environment sexual harassment seek legal counsel immediately. The action an employee takes in response to sexual harassment may very well determine what legal rights the employee ultimately has.
As employment lawyers in Dallas, we pride ourselves on the service and attorney-client relationship that we have with each of our clients. Contact us today.