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Michigan Sexual Harassment Lawyers
Michigan Sexual Harassment Lawyers
We Win Or It's Free. If we never collect money damages for you, you will never be asked to pay us any attorneys' fee or costs.
We Win Or It's Free. If we never collect money damages for you, you will never be asked to pay us any attorneys' fee or costs.
We Will Review Your Case for Free
We Will Review Your Case for Free
WE FIGHT FOR YOUR RIGHTS
WE FIGHT FOR YOUR RIGHTS
Federal law prohibits any type of discrimination based on a person's race. Racial discrimination in the workplace occurs when a current employee, or an applicant for a job, is treated unfavorably because of their race. Employees or applicants may also experience race discrimination because of a relationship they have with a person of a different race. It is also possible for a person to racially discriminate against someone of their own race. Racial discrimination is essentially any adverse policy, action, decision, or even expression that is based on a person’s immutable characteristics. Keep in mind, however, that racial discrimination and color discrimination are not interchangeable. Color discrimination occurs when adversity is based on a person’s pigmentation, complexion, skin tone, and so forth; racial discrimination, on the other hand, generally involves stereotyping, prejudice and bias.
Employees are protected against sexual harassment under both state and federal law. To start, Title VII of the Civil Rights Act of 1964 prohibits sexual harassment. Additionally, the Michigan Equal Employment Practices Act also provides employees with protection against sexual harassment in the workplace. Notably, under these laws, employers have a legal responsibility to take a proactive approach in preventing sexual harassment. Companies should train their workers, take all sexual harassment complaints seriously, and treat employees fairly when they lodge a complaint.
What Do I Need to Prove?
In order to prove that an employer is responsible, we help victims of workplace sexual harassment prove different elements depending on whether the harasser was an authority figure or a co-worker. If the harasser was a person of authority or supervisor, we help you prove:
The employer took negative action relating to the employee’s career (e.g., firing, demoting);
The employer failed to act reasonably to prevent the harassment
The employer failed to take appropriate action to stop the harassment once aware of it
The employer retaliated against the employee for reporting the harassment
The employer failed to act reasonably to prevent the harassment
The employer failed to take appropriate action to stop the harassment once aware of it
The employer retaliated against the employee for reporting the harassment
If the harasser was a co-worker or a third-party who does not work at the company, we help you prove:
The harassment reasonably interfered with work performance
The employer knew or should have known about the harassment
The employer failed to take immediate action to remedy the situation
The employer knew or should have known about the harassment
The employer failed to take immediate action to remedy the situation
Generally speaking, if we can prove that the employer failed to act appropriately to protect the employee from sexual harassment, the employee will be able to hold the employer liable.
File a Charge with a Government Agency
You can file a charge against your employer through a federal or state agency. The EEOC is generally responsible for handling these types of claims. There are strict deadlines to meet when filing a charge, so it’s imperative that you speak with a Charlotte sexual harassment attorney to help you prepare your claim.
Sue Your Employer
You can file a lawsuit against your employer for gender discrimination on the basis of sexual harassment. One of our Charlotte sexual harassment lawyers can help you prepare your case.
How to Handle Sexual Harassment at Work
Responding to sexual harassment while trying to earn a living can be overwhelming. But responding to harassment can be easier when you have a clear and simple list of ways to protect yourself.
When unlawful sexual behavior occurs at work, taking the following steps can protect your rights and bring you relief:
Tell the harassing individual to stop,
Notify your supervisor (if possible),
Speak to a lawyer,
Keep detailed notes and work documents that evidence the harassment,
Use your employer’s grievance or complaint system to file a complaint at work,
File a discrimination complaint with a state or federal agency, and
File a discrimination lawsuit in federal or state civil court.
Notify your supervisor (if possible),
Speak to a lawyer,
Keep detailed notes and work documents that evidence the harassment,
Use your employer’s grievance or complaint system to file a complaint at work,
File a discrimination complaint with a state or federal agency, and
File a discrimination lawsuit in federal or state civil court.
Each sexual harassment case is different, so it’s best to speak to a skilled sexual harassment lawyer immediately to determine the best ways to respond to your unique situation.
Speaking to an experienced sexual harassment lawyer in Michigan from our law firm can reduce your stress and give you the best chance for recovery.
Common Examples of Sexual Harassment
There are many examples of physical or verbal conduct that fit the definition of sexual harassment, including:
Continuing to hit on a co-worker after he or she has asked you to stop
Asking a co-worker out for a date after you have already been turned down
Unwelcome compliments about a person’s physical appearance
Unwelcome jokes of a sexual nature
Holding workplace functions at strip clubs or sexualized locations
Displaying lewd or obscene pictures of women
Touching a coworker in a sexual way against his or her will
A boss asking a secretary for a date and promising a promotion if she says yes
Demanding sex in exchange for a promotion or other rewards
Asking about the status of a co-worker’s relationship
Asking a coworker about his or her sex life
Sexually suggestive gestures designed to offend co-workers
Stalking a coworker, which could include waiting by his or her car or calling the person at home when you have been asked to stop
Calling someone a slut or making other insults of a sexual nature
Asking a co-worker out for a date after you have already been turned down
Unwelcome compliments about a person’s physical appearance
Unwelcome jokes of a sexual nature
Holding workplace functions at strip clubs or sexualized locations
Displaying lewd or obscene pictures of women
Touching a coworker in a sexual way against his or her will
A boss asking a secretary for a date and promising a promotion if she says yes
Demanding sex in exchange for a promotion or other rewards
Asking about the status of a co-worker’s relationship
Asking a coworker about his or her sex life
Sexually suggestive gestures designed to offend co-workers
Stalking a coworker, which could include waiting by his or her car or calling the person at home when you have been asked to stop
Calling someone a slut or making other insults of a sexual nature
Some specific examples of racial discrimination can include:
A person of a certain ethnicity is pulled over while in their vehicle based solely on the color of their skin
A police officer pulls over a driver in their vehicle based solely on their belief that the individual does not belong in a certain area of town
A police officer pulls over a driver while in their vehicle based strictly on the belief that the person is not the rightful owner of the vehicle
Employer Retaliation
You might have a case for retaliation if you:
Took time off under the Family and Medical Leave Act
Filed a Worker’s Compensation claim
“Blew the whistle” by reporting something illegal you knew about or saw happening
Refused to do something illegal that you were asked to do by a boss or co-worker
Complained to your employer about discrimination, even if you weren’t the person being discriminated against
Reported your boss for discriminatory or illegal activity
Filed a Worker’s Compensation claim
“Blew the whistle” by reporting something illegal you knew about or saw happening
Refused to do something illegal that you were asked to do by a boss or co-worker
Complained to your employer about discrimination, even if you weren’t the person being discriminated against
Reported your boss for discriminatory or illegal activity
If you fit either of these two categories, you may have a valid claim against your employer.
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Sexual Harassment and You
Racial discrimination occurs when you are treated unfavorably due to your race, personal characteristics associated with race, or your personal relationship or affiliation with someone of a particular race. While the law has technically forbidden practices and behaviors in the work place that are discriminatory or favorable to a particular race, the reality in many work places is quite different. Racism may be subtle or overt and, in the work place, can be expressed in the following ways:
Ethnic jokes, slurs, offensive comments due to race
Implementing a policy for promotion based on race
Refusing employment to individuals based on race, ethnic background, or national origin
Excluding individuals of a particular race, ethnic background, or national origin from management positions.
Implementing a policy for promotion based on race
Refusing employment to individuals based on race, ethnic background, or national origin
Excluding individuals of a particular race, ethnic background, or national origin from management positions.
If you have been the victim of sexual harassment in the workplace, you do not have to stay silent. Let our Michigan sexual harassment lawyers help you stand up for your rights. Your right to fair treatment is important. No one should take away your right to work in a safe environment free from all forms of harassment. If your employer failed to stop discrimination or harassment at your job, you might have the basis for a discrimination complaint or lawsuit. The lawyers at our firm bring many years of training and experience to the practice of law. Our bilingual staff will deal with your issues promptly. We are conveniently located in Southfield, Michigan. Call us | Live Support | No Recovery, No Fee |
FREE consult: (877) 471-4041
KNOW YOUR RIGHTS: SEXUAL HARASSMENT IS UNLAWFUL?
KNOW YOUR RIGHTS: SEXUAL HARASSMENT IS UNLAWFUL?
Representing Survivors of Sexual Misconduct in Michigan
What Is Sexual Harassment?
Sexual harassment is a serious issue that affects many employees in the workplace. It can include unwanted touching, suggestive comments, or the creation of a hostile work environment. No employee should have to endure this type of behavior. Our dedicated Michigan employment law attorneys can advocate on your behalf, no matter what form of harassment you endured.
Types of Sexual Harassment
Quid Pro Quo:
This type of harassment usually involves a person in power propositioning an employee. The literal translation of quid pro quo is “something for something” or “this for that.” They may be asking or implying that they would like “this for that,” meaning sexual favors for some form of advancement, be it salary increases, promotions, or other benefits. Quid pro quo doesn’t always mean a person in power is looking to provide perks for sexual favors. They may also threaten to fire an employee if they do not submit to their demands.
Any kind of transaction that requires a party to engage in or be subjected to sexual activity is quid pro quo harassment and is illegal. If someone at work makes an offer to you involving your participation in sex acts, immediately consult with a MI sexual harassment attorney.
Hostile Work Environment
This is created by a person or group of people by their poor conduct towards another person or group of people in the workplace. This form of harassment can have a negative impact on a person’s well-being, in addition to their ability to perform the duties of their job. This may include crude jokes, rude comments, asking someone out on a date repeatedly, or groping a person.
Examples include:
Making offensive jokes or comments that are sexual in nature;
Sharing sexual images;
Unwanted and inappropriate physical contact (e.g., hugging, kissing, massaging, etc.); and
Asking questions about a person’s sexual preferences, orientation, or history.
Keep in mind, even if you were not the intended audience for a sexual joke or comment, you can still be the victim.
Severe or Pervasive
Not all harassment that is directed at an employee because of the employee’s sex is serious enough to make a legal claim of sexual harassment. The conduct must be severe or pervasive. “Severe” refers to a small number of incidents that are particularly bad. Under Federal & Michigan law, even a single incident of sexual harassment is unlawful if it is serious enough. “Pervasive” refers to many incidents occurring regularly that are not that bad when considered by themselves but when taken together create a hostile work environment due to the frequency with which they occur.
Reasonable Person Standard
Under Michigan law, whether sexual harassment is bad enough to create a hostile work environment is judged based on how a reasonable person of the same sex as the harassed employee would feel. So, if the harassed employee is female, a reasonable woman standard will apply, and if the harassed employee is male, a reasonable man standard will apply.
Hiring An Experienced Civil Rights Attorney
It is important to conduct ample research when seeking a civil rights attorney. If you are seeking to sue someone for racial discrimination, you will ideally want to hire a lawyer who has extensive experience representing plaintiffs in these types of cases. It is also a good idea to hire an attorney who is highly knowledgeable about both federal laws and your state’s laws regarding discrimination. Do not simply settle for the lawyer who charges the lowest rate: this person may not necessarily be the best counsel to represent you. If you have experienced racial discrimination where you work, you know you need to stand up against it. But you do not need to fight it alone. You fight much more effectively when you have an experienced employee rights lawyer at your side.
Representing Survivors of Sexual Misconduct in Michigan
What Is Sexual Harassment?
Sexual harassment is a serious issue that affects many employees in the workplace. It can include unwanted touching, suggestive comments, or the creation of a hostile work environment. No employee should have to endure this type of behavior. Our dedicated Michigan employment law attorneys can advocate on your behalf, no matter what form of harassment you endured.
Types of Sexual Harassment
Quid Pro Quo:
This type of harassment usually involves a person in power propositioning an employee. The literal translation of quid pro quo is “something for something” or “this for that.” They may be asking or implying that they would like “this for that,” meaning sexual favors for some form of advancement, be it salary increases, promotions, or other benefits. Quid pro quo doesn’t always mean a person in power is looking to provide perks for sexual favors. They may also threaten to fire an employee if they do not submit to their demands.
Any kind of transaction that requires a party to engage in or be subjected to sexual activity is quid pro quo harassment and is illegal. If someone at work makes an offer to you involving your participation in sex acts, immediately consult with a MI sexual harassment attorney.
Hostile Work Environment
This is created by a person or group of people by their poor conduct towards another person or group of people in the workplace. This form of harassment can have a negative impact on a person’s well-being, in addition to their ability to perform the duties of their job. This may include crude jokes, rude comments, asking someone out on a date repeatedly, or groping a person.
Examples include:
Making offensive jokes or comments that are sexual in nature;
Sharing sexual images;
Unwanted and inappropriate physical contact (e.g., hugging, kissing, massaging, etc.); and
Asking questions about a person’s sexual preferences, orientation, or history.
Sharing sexual images;
Unwanted and inappropriate physical contact (e.g., hugging, kissing, massaging, etc.); and
Asking questions about a person’s sexual preferences, orientation, or history.
Keep in mind, even if you were not the intended audience for a sexual joke or comment, you can still be the victim.
Severe or Pervasive
Not all harassment that is directed at an employee because of the employee’s sex is serious enough to make a legal claim of sexual harassment. The conduct must be severe or pervasive. “Severe” refers to a small number of incidents that are particularly bad. Under Federal & Michigan law, even a single incident of sexual harassment is unlawful if it is serious enough. “Pervasive” refers to many incidents occurring regularly that are not that bad when considered by themselves but when taken together create a hostile work environment due to the frequency with which they occur.
Reasonable Person Standard
Under Michigan law, whether sexual harassment is bad enough to create a hostile work environment is judged based on how a reasonable person of the same sex as the harassed employee would feel. So, if the harassed employee is female, a reasonable woman standard will apply, and if the harassed employee is male, a reasonable man standard will apply.
Hiring An Experienced Civil Rights Attorney
It is important to conduct ample research when seeking a civil rights attorney. If you are seeking to sue someone for racial discrimination, you will ideally want to hire a lawyer who has extensive experience representing plaintiffs in these types of cases. It is also a good idea to hire an attorney who is highly knowledgeable about both federal laws and your state’s laws regarding discrimination. Do not simply settle for the lawyer who charges the lowest rate: this person may not necessarily be the best counsel to represent you. If you have experienced racial discrimination where you work, you know you need to stand up against it. But you do not need to fight it alone. You fight much more effectively when you have an experienced employee rights lawyer at your side.
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GET THE COMPENSATION YOU DESERVE.
We are dedicated to providing unwavering professionalism, integrity, and commitment in representing your personal injury case. Our team will ensure clarity in the legal proceedings and keep you well-informed at every stage.
We are dedicated to providing unwavering professionalism, integrity, and commitment in representing your personal injury case. Our team will ensure clarity in the legal proceedings and keep you well-informed at every stage.
Consult our professional trial lawyer today or send us an email to request an initial case evaluation.
Consult our professional trial lawyer today or send us an email to request an initial case evaluation.
Email: Lawyers@Advantalaw.com
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Is Sexual Harassment a Crime?
Sexual harassment is not considered criminal in nature, however, charges can be filed if unwelcome sexual contact is made. Sexual contact includes touching of any of the victim’s sexual organs or touching another person with one’s own sexual organs. Regardless of whether the victim is wearing clothing or if the offender touches the victim directly, sexual touching is unlawful.
A sexual harassment charge that involves sexual contact will be considered sexual battery. Sexual battery is considered a Class A1 misdemeanor under North Carolina law. Depending on the extent of the sexual contact, other charges may also apply.
f you believe you’ve been unfairly treated and/or harassed at work due to your race or ethnicity, you have the right to file a legal discrimination claim. This occurs in two main steps:
Report the conduct. It is particularly important that you report the unlawful conduct to the appropriate persons (usually a supervisor, manager or human resources). Your employer must know or have reason to know about the unlawful treatment in order to be legally responsible for a co-worker or customer’s conduct.
Keep records. As soon as you experience discrimination, start writing down exactly what happened in a notebook that you keep at home. Write down the dates, places, times, witnesses and what happened. Keep copies of your performance evaluations and any emails or letters documenting the quality of your work.
Contact an experienced employee rights attorney. It is better to contact a seasoned attorney sooner rather than later. If our firm is retained early enough, we may be able to convince your employer to intervene on your behalf. We can also help you identify if you have an actionable claim and pursue justice on your behalf.
Gathering evidence of racial discrimination. This is one of the most difficult parts of a discrimination claim, as it can be unclear whether or not race was a true motivating factor in someone’s actions. For example, a potential applicant may be rejected due to race, but the employer could argue it was due to their qualifications. In this case, it is best to record any and all actions that could be interpreted as racial discrimination or comparative treatment – in which you are clearly being treated differently than other employees. A great resource to tap is your coworkers to see if they have similar experiences. A witness statement from one of them could be invaluable to your discrimination claim.
Filing a claim of racial discrimination with the Equal Employment Opportunity Commission (EEOC). The EEOC is the government entity that handles any claims of discrimination in the workplace and could go a long way in helping you recover any damages as a result of racial discrimination. You have 300 days from the date of the incident to file a claim, and you must do so by mail or in person.
If you have been discriminated against under Title VII, you may be entitled to reinstatement in your job, back pay and front pay for lost wages, punitive damages, legal fees, and other forms of compensation.
What Do I Do If I’ve Been the Victim of Sexual Harassment at Work?
What Do I Do If I’ve Been the Victim of Sexual Harassment at Work?
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If you have questions about an accident or injury you’ve suffered due to another person’s actions or negligence, contact our personal injury attorneys. From our office in Southfield, Michigan, we help clients involved in all types of accidents throughout Michiam. Your initial personal injury consultation is free and our attorneys are available to visit you even you are at home or in the hospital. We will review your case, answer your questions and explain your rights. If you’re worried about your finances, know that we work on contingency. That means if we don’t collect on your behalf, you don’t pay us. You have nothing to lose and everything to gain. Give us the chance to help you. All it takes is a phone call. Call (248) 281-6299 for your free, private consultation to discuss your case.
Our injury lawyers have spent years honing their abilities to negotiate with insurance companies and litigate complex accident claims on behalf of injured clients. Our experienced legal team can advocate for your rights with no upfront cost to you. If you wish to speak to an accident injury attorney today about your potential personal injury claim, call us at (248) 281-6299 or 877-471-4049. Initial consultations are confidential and there is no charge.
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