Sexual harassment is a crime and is punishable by law. Those who have been victimized by a sexual offender should contact one of our prominent sexual harassment attorneys in Utah before it’s too late. Whether you have been dealing with inappropriate comments at work, quid pro quo attacks or hostile sexual behavior, our paralegals can help. They will put an end to the behavior and ensure it does not happen again.
Contact one of our sexual harassment lawyers in Utah for more information on what you can do to protect yourself from future attacks and how you can deal with the situation at work. You shouldn’t have to be afraid or insecure in your workplace; our attorneys are here to make sure you will not be discriminated against and that your assailant pays for their crimes.
Call today to set up an appointment with a paralegal near you.
Sexual harassment is a form of discrimination at the work place and is banned in the state of Utah. The U.S. Equal Employment Opportunity Commission (EEOC) defines sexual harassment specifically. “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.”
Although there are several types of conduct that can constitute sexual harassment, the main thing to remember is that sexual harassment involves unwanted actions. They can be as mild as lewd joke to as severe as rape. Anyone who has been victimized by a sexual offender in Utah has a right to come forward and file a formal complaint. No one should have to suffer in a hostile work environment, and there is plenty of help readily available to those who want to report a sexual harassment incident.
Sexual harassment varies in form and frequency. It can be a verbal comment, physical action or can even be a non-verbal gesture. Below are some examples of sexual harassment conduct that can occur at a workplace:
• Explicit jokes about someone’s body, clothing, sexual orientation or sex life • Spreading rumors about a person’s sex life • General sexual comment that can be found offensive • Stalking someone • Repeatedly asking a person out on a date or for sexual favors • Quid pro quo (this for that) sexual requests • Blocking someone’s path • Denying someone a position at work because of gender, sexual orientation or refusal to submit to sexual demands • Sending sexual letters or emails • Putting up sexual photos or screen savers • Unwanted touching, including hugging, kissing, groping or fondling • Physical attack, including rape or attempt at rape
Anyone can be the victim of sexual harassment, although most forms of sexual harassment involve a man being the offender and a woman being the victim. In reality, victims range in age, sex, sexual orientation, race and even religious background, and so can harassers. Victims must remember that sexual harassment is not acceptable at the workplace and should report the incident to a supervisor or paralegal as soon as possible to ensure that the behaviors stop immediately.
It is against the law (both state and federal) to commit any form of sexual harassment conduct at work. Those who are found guilty of this behavior will be subject to legal action and may be liable for money damages to the victim.
In Utah, it is also illegal for an employee or employer to retaliate against someone who has refused their sexual advances, who has filed a sexual harassment complaint or who is cooperating in a sexual harassment investigation. A victim may not have their job compromised in any way over sexual harassment allegations.
If you or someone you know has been fired, demoted or has had their position affected in any negative way, seek legal help immediately.
The victims of sexual harassment have a right to work in a place free of discrimination and hostility. Anyone who has suffered due to the unwanted sexual conduct of a co-worker, boss, or non-employee should consult with a leading sexual harassment attorney in Utah immediately to ensure that the perpetrator is brought to justice.
Although help is readily available for sexual harassment victims, many cases go unnoticed because victims are afraid to come forward. However, not taking action will almost guarantee that the harassment will not stop and increase in severity and/or frequency. Don’t let the offender get away with their actions. Speak to a top sexual harassment lawyer right away to make sure that the behaviors stop immediately and that neither you nor anyone else becomes a victim.
In addition to a right for a hostility-free workplace, the victims of sexual harassment in Utah may also be eligible to receive compensation. Sexual harassment attorneys work diligently to protect your rights and to defend your case so that you can obtain the money damages you deserve for your pain and suffering. With your paralegal’s help, you may be able to walk away from your case with thousands, or possibly even millions of dollars in benefits.
Turn to an elite team of sexual harassment lawyers in Utah today to discuss your options. With a skilled and dedicated legal professional on your side, you can rest assured that your case will end with the best possible outcome.
Sexual harassment (possible assault) while on business trip in December 2010. I tried to handle and resolve the situation myself as this was between my direct supervisor/friend of 12 years. This episode caused enormous stress which triggered post-traumatic stress disorder (PTSD). (I have been sexually assaulted in the past.) During the months which followed, I continuously confronted my supervisor regarding the unwanted behavior which turned into a hostile work environment for me. I asked for time off so I could get away from him (to heal) which was never approved. During this time frame, I was under a doctor’s care and being treated for depression and anxiety. My health deteriorated in January 2011. I was continuously running a slight fever of 99 – 100 degrees. (This was later explained as a result of constant adrenalin coursing through my body.) Lab results were within normal range with the exception of testing “positive” for an autoimmune disease. I have always been very healthy and it was concluded that stress had lowered my immune system drastically. At this point, I did not see that I was already suffering from PTSD. During January, I was treated for a sinus infection (which I did not have – palliative treatment as my doctor had no idea what was wrong). Early February, I saw a different health care provider to have a completely different look/approach as to what was happening with me as the symptoms continued. I was diagnosed with Pertussis and treated. During this particular consult, this provider did a time-line with me and determined the event which took place early December 2010 was the trigger event for PTSD. I again tried to get approval from my supervisor to take time off and again, I was not granted the time. On March 14, 2011, I went back to the same healthcare provider I saw in February. He wrote a medical leave of absence for me for two weeks and suggested that I be provided FMLA paperwork. I was also instructed to obtain counseling which I have done. As of March 14, 2011, I did not report this incident to my Human Resources Department and did not do so for several reasons. First, I honestly believed I could resolve this between my supervisor/friend of 12 years. Second, I did not foresee or realize I had developed PTSD; this was pointed out to me by close friends and a few co-workers. Third, the company I work for is corrupt and performs unethically on a regular basis; I do not trust anyone in this corporation any longer as my supervisor was the last person I did trust. (I continue on at my place of employment so I know I am doing my part to do the “right thing” and provide excellent service.) Having had an episode of PTSD and living what I have gone through is like waking up from a nightmare – there’s not much you can really do in the midst of the nightmare. This is hard for some people to grasp, but as I discussed with my therapist, it makes sense to her given my past. My current situation is this: my HR department thinks I should take short-term disability and I think that’s not even an option. Why should I get paid 60% of my pay when I see it as the company and my supervisor are at fault? I have medical clearance to go back to work on Monday 3/28/11. I was informed (by a friend, of a friend of a friend, whose an attorney) to report to HR Monday morning with my medical clearance and see what they’re going to do next. I have not heard a word from anyone in management during the two weeks I’ve been off on medical leave (which is my earned vacation time). This plan makes me very uncomfortable but it this is what I must do, then so be it. My intention is to fight this to the ground because I am nauseated how this has been handled by my supervisor and my company.
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Sexual harassment (possible assault) while on business trip in December 2010. I tried to handle and resolve the situation myself as this was between my direct supervisor/friend of 12 years. This episode caused enormous stress which triggered post-traumatic stress disorder (PTSD). (I have been sexually assaulted in the past.) During the months which followed, I continuously confronted my supervisor regarding the unwanted behavior which turned into a hostile work environment for me. I asked for time off so I could get away from him (to heal) which was never approved.
During this time frame, I was under a doctor’s care and being treated for depression and anxiety. My health deteriorated in January 2011. I was continuously running a slight fever of 99 – 100 degrees. (This was later explained as a result of constant adrenalin coursing through my body.) Lab results were within normal range with the exception of testing “positive” for an autoimmune disease. I have always been very healthy and it was concluded that stress had lowered my immune system drastically. At this point, I did not see that I was already suffering from PTSD. During January, I was treated for a sinus infection (which I did not have – palliative treatment as my doctor had no idea what was wrong).
Early February, I saw a different health care provider to have a completely different look/approach as to what was happening with me as the symptoms continued. I was diagnosed with Pertussis and treated. During this particular consult, this provider did a time-line with me and determined the event which took place early December 2010 was the trigger event for PTSD.
I again tried to get approval from my supervisor to take time off and again, I was not granted the time. On March 14, 2011, I went back to the same healthcare provider I saw in February. He wrote a medical leave of absence for me for two weeks and suggested that I be provided FMLA paperwork. I was also instructed to obtain counseling which I have done.
As of March 14, 2011, I did not report this incident to my Human Resources Department and did not do so for several reasons. First, I honestly believed I could resolve this between my supervisor/friend of 12 years. Second, I did not foresee or realize I had developed PTSD; this was pointed out to me by close friends and a few co-workers. Third, the company I work for is corrupt and performs unethically on a regular basis; I do not trust anyone in this corporation any longer as my supervisor was the last person I did trust. (I continue on at my place of employment so I know I am doing my part to do the “right thing” and provide excellent service.) Having had an episode of PTSD and living what I have gone through is like waking up from a nightmare – there’s not much you can really do in the midst of the nightmare. This is hard for some people to grasp, but as I discussed with my therapist, it makes sense to her given my past.
My current situation is this: my HR department thinks I should take short-term disability and I think that’s not even an option. Why should I get paid 60% of my pay when I see it as the company and my supervisor are at fault?
I have medical clearance to go back to work on Monday 3/28/11. I was informed (by a friend, of a friend of a friend, whose an attorney) to report to HR Monday morning with my medical clearance and see what they’re going to do next. I have not heard a word from anyone in management during the two weeks I’ve been off on medical leave (which is my earned vacation time). This plan makes me very uncomfortable but it this is what I must do, then so be it.
My intention is to fight this to the ground because I am nauseated how this has been handled by my supervisor and my company.