Beyond the Headlines: Navigating Workplace Sexual Harassment as an Employee
Workplace sexual harassment remains an ongoing issue that impacts employees across industries. While high-profile cases may grab headlines, legal dimensions around identifying and preventing sexual harassment are complex. As an employee, understanding your rights and responsibilities under sexual harassment laws is crucial, though the legality should not eclipse humanity.
Defining Sexual Harassment
According to the US Equal Employment Opportunity Commission (EEOC), sexual harassment constitutes “unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.” This covers a range of behaviors including unwelcome sexual jokes, vulgar comments, inappropriate touching, soliciting sexual acts, and rape. These acts become illegal when:
- Submission is made a term or condition of employment
- Submission or rejection impacts employment opportunities
- The behavior creates an intimidating or offensive work environment
While typically initiated by someone in a superior role, peer-to-peer harassment falls under regulations. Same-gender harassment also qualifies as sexual harassment from a legal standpoint.
Reporting Workplace Sexual Harassment
If you experience or observe potential sexual harassment, contacting your company’s human resources department or a management representative you trust constitutes an essential first step. Most medium-to-large companies have formal procedures for submitting complaints confidentially. Familiarize yourself with these protocols, though you retain the right to contact state and federal agencies directly.
When sharing your account, provide specific examples with dates, times, locations, names of parties involved, and the behaviors in question. Stick to factual descriptions. While companies must initiate prompt investigations, false allegations can warrant discipline, so maintain honesty and accuracy. Consider taking notes or journaling details soon after incidents occur.
Contacting a sexual harassment lawyer (akopyanlaw.com/practice-areas/employment-law/sexual-harassment) provides another layer of guidance when weighing options and next steps. They can walk through company policies, enforcement approaches, and potential legal remedies. An attorney also represents your interests in formal investigations.
Pursuing External Routes
If internal routes prove dissatisfying or the harassment continues unchecked, employees can file charges with the EEOC and equivalent state agencies. You must contact them before pursuing a sexual harassment lawsuit.
- The EEOC investigates claims of discrimination and facilitates communication between parties to reach equitable solutions. If these attempts fail, they may file a lawsuit on your behalf or grant you a “right-to-sue” notice.
- State human rights or fair employment agencies often have additional protections, shorter deadlines, and may resolve cases faster.
While agencies aim for voluntary settlements if investigations corroborate illegal harassment, the perpetrator and potentially the company can face fines or need to pay damages.
The Continuing Fight Against Workplace Harassment
Progress around workplace harassment proceeds gradually, but cultural change starts with education. As an employee, know your rights and exercise them when necessary. Yet legal dimensions only curb behaviors – to transform mindsets requires speaking up and stepping in. Small acts of empathy, solidarity, and compassion remain essential.