How can I sue people for sexual harrassment at the work place?

Question

I've just started working and already there are two guys who won't stop pestering me; they even grab my **** and biceps.

What the hell?

Should I talk to my manager about that?

Or am I just being overly sensitive?

Answer 1

That is blatant sexual harassment! ANY kind of touching that makes you feel uncomfortable (even a hug) is grounds for a sexual harassment complaint. Those guys should be written up at the least, and probably fired.

Answer 2

Sexual Harrassment is against the law.
If you are being sexually harrassed and it is legitimate harrassment you can go to the phone and dial 911 and have the police come out to your work place to arrest the guy whose harrassing you.
If the company in turn retaliates against you by firing you or harrassing you then you will have more of a leg to stand on in a court of law because you'll have a police report stating that an employee of theirs was arrested for sexually harrassing you.
And you can sue them for it and most likely win.
But if the guy is just telling you that you look nice or smiles at you as you walk by this is normal behavior and cannot be construed as harrassment.
But if he is saying anything of a sexual nature or touching you in innappropriate ways then that qualifies as harrassment and you can definitely do something about it.
It wouldn't hurt to take a cassette player to work with you and record the two guys saying anything to you that you feel they shouldn't be saying.
But first I would notify your employer about the problem and see if they can resolve it themselves before having to take matters into your own hands.
But if they refuse then by all means pick up the phone and dial.

Answer 3

You are required to tell your manager or the personnel department if you have one. They must put a stop to any harassment in the work place. If the harassment continues you then contact the federal agency that handles harassment. Once filed an agent will take your report. They then go to your work place and if nothing is done it heads to the feds. Be careful when filing your employer can make it rough and you may end up quiting. Also beware the harasser may have someone pick a fight.

Answer 4

What is it with people now days?? Got his **** grabbed and already talking about suing. Can't knock them out between the eyes if their actions are so hurtful to your dignity? Or it is better to get some cash out of it???

Sexual harassment is reported to the Department of Labor. And then they sue the employer (!) on your behalf. The process normally takes years because there are too many riches-wanna-be filing the complaints and too little taxpayers money to handle them.

Answer 5

Start documenting the times and types of harassment immediately and include the previous harassment. Inform your manager at once. and document that as well. If the pattern of harassment does not stop. get legal council. You are not going to have to pay for your lawyer here. they love this kind of case and will do the job for a percentage of the final sum that is awarded by the court. But you must have all the harassment listed and in order with your attempts to stop it. If there is someone in your office who is sympathetic, get their name etc. You don't have to approach them. Luck with this!

Boy, Ralph just nailed this answer. I think it is much better than mine.

Answer 6

No, you are not be overly sensitive. Go to your Human Resources manager. If you do not have an HR manager, find you a good attorney that can investigate this matter. You do not have to put up with this behavior.

Answer 7

it actually relies upon what state you reside in. Many sates have sexual harassment regulations that DO preserve homosexuals. in case you reside in between the crimson states you a especially plenty on your guy or woman as such habit by capacity of your coworkers is a suitable style of entertainment. merely undergo in thoughts that any men that %. on gay men, are very as a rule gay themselves, and don't choose the different men to appreciate, as in........"Oh he can't be gay, he possibilities on gay men each and all of the time !" Ya ideal.................. yet do document a ideal grievance with your on the spot supervisor, if no outcomes, flow greater up interior the corporation. If no longer something is finished then attempt a lawsuit.

Answer 8

Yea just Sue SUe and get all kinds of money and satisfaction. Make sure you flirt and give off the wrong signals too.

Your name is Daniel right? Somethings wrong here.

Answer 9

Sexual Harassment Law
By Aaron Larson
Law Offices of Aaron Larson
September, 2003
Notice: Please note that this is only an introduction to sexual harassment law. If you believe yourself to be a victim of sexual harassment, please consult with an attorney to have your claim fully evaluated.

Employees are protected under both state and federal law against workplace sexual harassment. Federal law remedies for workplace discrimination are based upon Title VII of the Civil Rights Act of 1964 [FN1], which applies to employers with fifteen or more employees. People who work for smaller employers are usually protected by similar state anti-discrimination laws. Under federal law, same-sex sexual harassment can support a claim against an employer. State laws may vary on the issue of same-sex harassment.

There are two general categories of sexual harassment in the workplace:

Quid Pro Quo Harassment - An employee is required to tolerate sexual harassment in order to obtain or keep a job, job benefit, raise, or promotion.

Hostile Work Environment Harassment - Harassment at work unreasonably interferes with or alters the employee's work performance, or creates a hostile, abusive or offensive work environment. In determining if a workplace environment is "hostile", the following factors are typically examined:

Whether the conduct was verbal, physical, or both;
How frequently the conduct was repeated;
Whether the conduct was hostile or patently offensive;
Whether the alleged harasser was a co-worker or supervisor;
Whether others joined in perpetrating the harassment; and
Whether the harassment was directed at more than one individual.
A single incident may be sufficient to establish a "quid pro quo" harassment claim, but typically a pattern of conduct is required to establish a hostile work environment. Conduct which may give rise to a sexual harassment claim includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Depending upon the circumstances, an employer may be liable for conduct of non-employees over whom it exercises some level of control, where it doesn't take appropriate corrective action to end sexually harassing conduct.

Verbal statements may also constitute sexual harassment, based upon an evaluation of the totality of the circumstances. Relevant factors include:

The nature, frequency, context, and intended target of the remarks;
Whether the remarks were hostile and derogatory;
Whether the alleged harasser singled out the complaining party;
Whether the complaining party participated in the exchange; and
The relationship between the complaining party and the alleged harasser.
To bring an action for sexual harassment, the plaintiff must establish that:

The plaintiff found the conduct to be hostile, abusive or offensive; and
A reasonable person in the position of the plaintiff would consider the conduct hostile, abusive or offensive.
Please note that the plaintiff does not necessarily have to be a victim of the harassment in order to file a complaint against workplace sexual harassment.

Ordinarily before a complainant can file a suit based upon sexual harassment, the complainant must first file a complaint about the conduct with an administrative agency. For a federal complaint, the complaint would first be filed with the Equal Employment Opportunity Commission (EEOC). There are also state and local agencies, to which complaints may be made under state law. Sometimes the agency will take your case, and prosecute your discrimiantion on your behalf. If the agency does not act within a specific timeframe, or declines to act on your behalf, you may file a private lawsuit.

If a person feels that he or she is the subject of sexual harassment:

The victim should inform the harasser that the conduct is unwelcome and must stop, either through words or through conduct which demonstrates that the harassment is unwelcome. This is necessary to ensure that the person is not operating under the mistaken belief that the conduct at issue is not unwlecome.
The victim should also use any employer complaint mechanism or grievance system available.
If these methods are ineffective, the victim should contact the EEOC or a similar state agency. The victim may benefit from consulting an attorney before contacting a government agency about the harassment.
Typically, in defending against a sexual harassment charge, an employer will attempt to establish:

That it took reasonable measures to prevent and correct any sexual harassment behavior within the workplace; and
That the employee unreasonably failed to take advantage of any preventive or corrective opportunities that the employer provided.
Title VII also protects employees who file sexual harassment charges, who participating in an investigation or litigation under associated with a sexual harassment complaint, or who testifying in related proceedings. State laws typically have similar provisions. It is possible for a complainant to lose a sexual harassment claim, but still win a judgment against an employer on the basis of retaliation.

Footnotes
Under Title VII, employers may not intentionally use race, skin color, age, gender, religious beliefs, or national origin as the basis for decisions relating to almost any aspect of the employment relationship, including hiring, promotions, dismissals, raises, employee benefits, leaves of absense, or assignment of work.

Answer 10

ok youre definitely not just being overly sensitive. If anyone touches you and it makes you uncomfortable you should report them to your manager.