If it feels like sexual harassment, it probably is. Too many employees put up with unwanted sexual advances and offensive behaviors that are in fact illegal under Title VII of the Civil Rights Act of 1964.
The Tulsa, Oklahoma sexual harassment lawyers of Armstrong & Vaught, P.L.C. have obtained substantial settlements and verdicts on behalf of women (and men) across Oklahoma. We represent employees subjected to harassing behavior at work, as well as termination or other retaliation for reporting sexual harassment. Our firm handles all types of Title VII employment discrimination claims.
What Constitutes Sexual Harassment?
In the most egregious cases, sexual harassment involves sexual assault or a verbalized threat of losing a job unless the employee submits to sexual favors. But the harasser may be a co-worker or even a customer, and sexual contact or overt threats are not necessary to constitute harassment. Sexual harassment can include:
- Sexual propositions or repeated requests for dates
- Sexual comments or leering looks
- Inappropriate touching or violating your space
- Obscene jokes, sexual innuendo or dirty pictures
- Comments about your body or your clothing
Sexual harassment is a form of sex discrimination. The behavior does not have to be sexual in nature. You may have a claim if you can show you were treated poorly simply because of gender (or the opposite sex received favoritism).
How Do I Bring A Sexual Harassment Claim?
In most instances, the law requires you to report sexual harassment to your employer. Armstrong & Vaught, P.L.C. can then help you file a claim with the federal Equal Employment Opportunity Commission. Afterwards, we will file your case in the courts and aggressively litigate your claims against your former employer.
Sexual Harassment Remedies
Most victims just want the behavior to stop. If the behavior continues, or if you were terminated after reporting sexual harassment, remedies may include:
- Back pay from date of termination to the settlement or verdict
- Reinstatement to your job with all pay and benefits
- Compensatory damages
- Front pay damages of what you would have earned had you continued to work there
- Emotional damages for psychological suffering and damage to reputation
- Punitive damages, if the behavior was especially egregious, or if there is a history of similar claims and settlements