Sexual Harassment

If you have suffered intentional, pervasive, and regular discrimination in a workplace environment because of your sex then you may have a claim based on a sexually hostile work environment also known as sexual harassment. Additionally, if you or someone close to you has suffered an adverse employment action after complaining of sexual harassment then you may also have a claim for retaliation against the employer who retaliated against you for engaging in what is known as protected activity. Recently in Thompson v. North American Stainless, LP, 131 S. Ct. 863, 178 L. Ed.2d 694 (2011), the U.S. Supreme Court made it emphatically clear that third party retaliation was actionable.

To assert a claim for sexual harassment the harassment must have been on a regular and pervasive basis and would be the kind of harassment that would adversely affect not only yourself, but also your typical reasonable employee. Persons that are the victims of sexual harassment or retaliation may be entitled to actual damages, back pay, front pay, and damages for emotional distress and punitive damages. These claims may be brought in either State or Federal Court.

There is never a charge for a Free Consultation. If you decide to retain us to pursue your claim there are typically no upfront expenses.

If you believe that you or someone you know has been the victim of sexual harassment or retaliation contact the Norman Law Firm today.