A person’s Sex or Gender is simply a person’s gender identity (man, woman, or transgender) or biological sex (male, female, transgender, or intersex). The attorneys in our firm have handled dozens of cases involving Sex and Gender Harassment and Discrimination.
Sexual Harassment can take a variety of forms, but generally falls into two broad categories:
- Quid pro quo harassment: when a supervisor demands sexual favors or attention as a condition of employment.
- Hostile work environment harassment: when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work.
Sexual Harassment does not have to be motivated by a sexual interest. That is, a person who is sexually harassing an employee does not have to necessarily want to do anything sexual with that person. Sexual harassment simply means that the harassing conduct is motivated by a person’s sex.
Sex and Gender Harassment, like other forms of Harassment, generally occurs when an employer creates or knowingly allows the existence of a hostile, offensive, abusive, or intimidating work environment to exist which negatively affects an employee’s ability to perform their work. In the case of Sex and Gender Harassment, this negative treatment is because of the employee’s Sex and Gender – whether it is because the employee is male, female, transgender, or otherwise gender nonconforming.
Sex and Gender Discrimination takes a variety of forms, but generally involves an employee being subjected to negative treatment in the workplace because of their Sex and Gender. This treatment ranges from disciplinary action, negative performance reviews, denial of training, denial of promotions, denial of raises, and termination.
Our firm has represented numerous clients who have been the victims of workplace Sex and Gender Harassment and Discrimination. If you believe that you are or have been subjected to Sex and Gender Harassment or Discrimination, you should document the Harassment or Discrimination and follow your employer’s internal policies or procedures for making a complaint. A record of Harassing or Discriminatory treatment and documentation of complaints is key evidence in any claim for Harassment or Discrimination. If you believe that you may have been subjected to Sex and Gender Harassment or Discrimination, you should contact our offices for a free consultation.
Our offices generally represent clients on a contingency fee basis. This means that there is generally no fee for representation unless we obtain money for our clients.