Sexual harassment by a supervisor can be particularly difficult because the harasser may control schedules, assignments, evaluations, promotions, discipline, or continued employment.
Harassment Can Be Verbal, Physical, or Visual
Supervisor harassment may include sexual comments, unwanted touching, repeated invitations, sexual messages, offensive images, comments about a worker’s body or sex life, or other unwelcome sex- or gender-based conduct.
Using Workplace Power for Sexual Favors
It is especially serious when a supervisor offers workplace benefits in exchange for sexual conduct or threatens punishment for refusing. Employees should preserve any messages, witnesses, scheduling changes, performance actions, or other evidence connected to the conduct.
Reporting Harassment
Many employees report harassment to HR or another manager. A report can be important both because it gives the employer an opportunity to respond and because retaliation for reporting harassment can itself violate the law.
What If the Harassment Stops but Retaliation Starts?
Watch for sudden discipline, schedule changes, exclusion, reduced hours, transfers, poor evaluations, or termination after a complaint. Retaliation may be a separate legal issue.
Get Advice About Your Options
North Law represents employees in sexual-harassment and retaliation matters. Contact the firm for a free confidential consultation if you believe a supervisor or manager has subjected you to unlawful harassment.