Lee & Braziel, L.L.P.
PH: 214.749.1400
PH: 817.289.1400
FAX: 214.749.1010

Practice Areas

Age Discrimination

Disability Discrimination
Emotional Distress
Family Medical Leave
Gender Discrimination
Harassment - Other

Harassment - Sexual

Illegal Discrimination
Non-Compete Agreements
Pregnancy Discrimination
Race Discrimination
Religious Discrimination
Reverse Discrimination

Wage/Overtime Claims
Workplace Injuries

Wrongful Termination

Sexual Harassment

Since the Civil Rights Act was passed in 1965, the laws on sexual harassment have evolved into a formidable protector of a woman’s rights in the workplace.  In the past, many women, especially those that were single mothers and/or the sole source of income for the family, were intimidated or coerced into having sexual relations with their supervisors in order to keep their jobs or to receive a promotion.  Thanks to the hard work of many persons arguing on behalf of women’s rights, this form of harassment, called quid pro quo harassment, has been outlawed, and a violation could lead to severe monetary sanctions against a company that has a supervisor that attempts any such act.

However, this quid pro quo harassment is not the only form of illegal sexual harassment.  Both state and federal law protect both males and females from being harassed based on having to endure sexually offensive behavior by coworkers and supervisors  -- but, the law in this area is not black and white, as not every joke or offensive act is a violation of the law.  Rather, the courts will only provide protections for actions that are so severe and pervasive that they either interfere with an employee’s work performance, or they create an intimidating, hostile or offensive work environment.  This can include inappropriate touching, sexual propositions, and numerous sexual jokes or sex-related comments from coworkers and supervisors.  Please note that there is no way to list every action that may or may not violate the law in this website, but it important to understand that courts and juries will be asked to find a violation only when the conduct is clearly offensive to the victim, and to a reasonable person.  Also, failure to comply with a legitimate-company policy on harassment by reporting violations by coworkers and supervisors may also prevent a victim from obtaining monetary relief for sexual harassment.

Finally, the sexual harassment laws also protect an employee from being harassed because of his or her gender.  There is a subtle difference between this type of harassment and the harassment addressed above, in that this type of harassment does not involve sex; rather, it involves a person being targeted because of his or her gender.  For instance, if a female employee is being targeted by her coworkers and supervisors for abuse merely because of her gender, either in or out of the workplace, (i.e. receiving threatening letters, enduring demeaning comments about women, or being yelled at by supervisor), then that female employee may have a cause of action against her employer for gender harassment.  However, as with the harassment incidents mentioned above, the courts will only provide protections for actions that are considered to be severe and pervasive, and the courts may not provide protection for victims that fail to comply with a legitimate-company policy on harassment by reporting violations by coworkers and supervisors.

If you believe that you have been the victim of sexual harassment, please fill out and send the discrimination e-mail form.   If your company has been wrongfully accused of committing or allowing sexual harassment, please fill out and send our other email contact form.   We would be happy to review your matter, and contact you about your potential options.  PLEASE DO NOT DELAY, as this may prevent you from being able to assert your legal rights.

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