Washington Sexual Harassment Lawyers
Are you a victim of sexual harassment in the workplace? Call our law firm immediately for help seeking justice in your sexual harassment case.
Sexual harassment in the workplace is not only illegal, but it’s also a violation of your basic rights as an employee and a human being. At Justice Law Corporation, we stand with hardworking individuals who have been subjected to harassment, and we’re committed to helping you seek the justice you deserve. No one should feel unsafe or uncomfortable at work, and if you’ve experienced sexual harassment, you have the right to take action.
Our law firm is here to fight for your rights, holding employers accountable for the hostile environments they allow. We believe that every employee deserves to feel safe and respected in their workplace, regardless of their position or the power dynamics at play.
Sexual harassment encompasses a wide range of unwanted or inappropriate behavior of a sexual nature that creates a hostile, uncomfortable, or intimidating work environment. It can be subtle or overt, and it may come from supervisors, co-workers, clients, or anyone else you interact with in the course of your job. Whether the harassment happens once or repeatedly, it is unlawful, and you have the right to a safe workplace free from such behavior.
Types of Sexual Harassment
Sexual harassment can take two primary forms: quid pro quo harassment and hostile work environment harassment.
Quid Pro Quo Sexual Harassment
“Quid pro quo” is a Latin phrase meaning “this for that,” and refers to a situation where employment decisions are tied to an employee’s response to sexual advances. This form of harassment occurs when a person in a position of authority—such as a supervisor or manager—makes requests for sexual favors in exchange for job-related benefits. These benefits might include a raise, promotion, positive performance reviews, or even continued employment. Conversely, if the employee refuses the advances, the harasser may retaliate by withholding opportunities or terminating employment.
Quid pro quo harassment is particularly damaging because it exploits the imbalance of power in the workplace, placing employees in unfair and coercive situations where their livelihood may feel dependent on compliance. Even a subtle suggestion that advancement is contingent upon a personal relationship can be enough to create a quid pro quo situation.
Hostile Work Environment Harassment
A hostile work environment occurs when unwanted behavior of a sexual nature becomes so pervasive or severe that it disrupts an employee’s ability to perform their job. This type of harassment doesn’t require a direct exchange of favors but instead involves a pattern of behavior that creates an intimidating or offensive atmosphere. A hostile work environment can arise from a single egregious act or a series of repeated, smaller actions that accumulate over time.
Examples of Sexual Harassment
- Unwanted Sexual Advances: Persistent attempts to initiate romantic or sexual interactions despite clear rejections.
- Requests for Sexual Favors: Direct or implied requests for sexual activities in exchange for workplace benefits.
- Verbal Harassment: Inappropriate sexual comments, innuendos, jokes, or remarks about appearance.
- Physical Harassment: Unwelcome physical contact, including touching, groping, or brushing against someone intentionally.
- Sharing Inappropriate Content: Displaying or sending sexually explicit images, messages, or videos.
- Retaliation for Rejecting Advances: Punitive actions such as reduced hours, denied promotions, or termination after rejecting sexual advances.
Your Employer May Be Liable Even if the Harassment Comes from Someone Else
Employers have an obligation to provide their workers with an environment that is free from illegal harassment on the basis of sex or other protected factors. That means an employer can be held liable for workplace harassment, even if the source of that harassment is not an employee.
A third party, such as a customer, vendor, contractor, or anyone else who is frequently on site, might say or do something that creates a hostile work environment. They might suggest you do something in exchange for sexual favors. If a supervisor knows about it and fails to take appropriate steps to end the harassment, the company could be liable.
In many cases, employers make these situations worse. If a customer finds an employee attractive and makes unwelcome sexual advances, a supervisor might include that employee in a “wine and dine” evening to close a sale, regardless of the uncomfortable position it puts the employee in.
A Washington sexual harassment lawyer at Justice Law Corporation can help workers seek compensation and other remedies for workplace harassment from a wide variety of sources within the employer’s control. Third-party harassment is just as painful as harassment from a supervisor or co-worker, and employers need to take it seriously.
Obligations of Employers
The laws and regulations create certain obligations for employers, some of which have been clarified by the Washington State Attorney General’s Office. Employers are expected to:
- Establish procedures that employees can use to report complaints if they have experienced sexual harassment
- Investigate complaints of sexual harassment promptly and thoroughly
- Act promptly and effectively to eliminate continued or additional sexual harassment in the work environment
Employees can report sexual harassment even if they are not the direct victims of it but have witnessed unlawful behavior. When employers fail to meet their obligations to employees, those employees may be entitled to compensation, but obtaining it can be difficult. When employers know that aggrieved employees are working with an experienced Washington sexual harassment lawyer, they are more likely to agree to remedies, including practical steps to prevent this form of discrimination in the future.
How We Help Victims of Workplace Sexual Harassment
At Justice Law Corporation, we are dedicated to giving a voice to employees who have been silenced by fear, intimidation, or retaliation. Our legal team understands how difficult it can be to come forward, especially when your job and livelihood are at stake. That’s why we’re here to offer the guidance and support you need to stand up for your rights.
It can feel overwhelming to stand up against a powerful employer or to speak out when you’ve been wronged at work. But you don’t have to go through this alone. We are passionate about representing our clients, hardworking employees who just want to do their jobs without facing abuse or harassment.
When you come to us, we’ll listen to your story, review the facts of your case, and help you determine the best course of action. We understand the emotional and financial toll that workplace harassment can take, and we’ll fight to get you fairly compensated for the harm you’ve endured.
What Should You Do If You’ve Been Harassed at Work?
If you’ve experienced sexual harassment in your workplace, it’s crucial to take action quickly. Here are a few steps you can take to protect your rights:
- Document the Harassment:
Keep a record of any inappropriate behavior, including dates, times, locations, and any communications you’ve had with the harasser. Save emails, text messages, or other forms of evidence that show the harassment. - Report the Harassment:
If you feel safe doing so, report the harassment to your supervisor, human resources department, or a higher authority within your company. Many companies have policies in place to investigate and address harassment claims. However, if you fear retaliation or if the company fails to take appropriate action, contacting a lawyer is often the best next step. - Contact an Employment Attorney:
An experienced attorney, like those at Justice Law Corporation, can help you understand your rights and the legal options available to you, whether that involves FMLA leave protections, wage and hour disputes, or other employment issues.
What Compensation Can You Recover?
If you’ve been the victim of harassment at work, you may be entitled to compensation for the damages you’ve suffered. This compensation can cover:
- Lost Wages
- Emotional Distress
- Punitive Damages
We understand that no amount of compensation can undo the harm caused by harassment, but holding the responsible parties accountable can provide a sense of justice and closure.
FAQs About Sexual Harassment in Washington State
Sexual harassment is a painful topic for those who have experienced it in the workplace, so we frequently receive questions from employees who are not sure about how to uphold their rights. Because the circumstances of every case are unique, answering a question fully requires looking at it in the context of a particular situation. For general information, here are some broad answers to common questions. If you contact us directly, we could provide answers directed to your specific case.
If My Co-Worker Is Always Telling Sexual Jokes I Find Offensive, Is My Employer Liable, or Do I Just Have A Case Against My Co-Worker?
Even if harassment is coming from a single individual, the employer, as an entity, has an obligation to take steps to end it if they know about it or should have known about it. It can be challenging to prove that the employer was aware of the situation. If you say something to a supervisor, keep a record of what you said, when, and whether there was a response from management. It is also a good idea to keep records of the offensive incidents for later use as evidence.
When is Conduct “Severe or Pervasive?”
The standard is generally based on whether a “reasonable person” would find an environment intimidating, hostile, or abusive. Some people are easily offended, and a single joke or insult would be severe enough to make it impossible for them to do their job. However, the fictitious reasonable person would need a single incident to be pretty severe to constitute harassment.
If an act were “shocking,” it could be egregious enough to constitute harassment. A display of pornography, blatant sexual contact, or sexual comments made while physically touching someone could be instances where a single incident would be severe enough to constitute sexual harassment.
While a single joke or insult might not be considered harassment by a “reasonable person,” if those jokes or insults recur frequently, they become pervasive, and that frequency can constitute harassment.
What if the Situation Comes Down to Just My Word Against That of My Boss?
Sexual conduct is often initiated without outside witnesses, which can make it difficult to prove. However, you may be able to use a variety of evidence to establish a pattern of conduct that can support your case. A knowledgeable Washington sexual harassment lawyer could help seek and secure evidence, including correspondence and testimony from others who have experienced similar harassment.
What if My Employer Denies Me a Promotion Because I Complained or Wouldn’t Go Along with a “Suggestion?”
Washington state law prohibits employers from retaliating against a worker for exercising their workplace rights. Your employer cannot terminate you for filing a complaint, or take any adverse action such as cutting your hours, giving you an unjustified poor performance review, or refusing to promote you. Any illegal retaliation is an additional violation of the law for which you may be able to receive compensation or other relief.
How Much Does it Cost to Hire a Sexual Harassment Attorney?
At Justice Law Corporation, our legal team works on a contingency fee basis. This means that instead of charging you a flat fee up front or an hourly rate as the case progresses, our fee is contingent on achieving a successful outcome for you. If we recover compensation for you, we deduct a fee at the end of the case. If we don’t succeed, then you owe no legal fees. Although you will know the percentage in advance, it is impossible to say precisely how much our fee will be because we don’t see the outcome. But we can tell you that you will not owe any legal fees up front.
Talk to Justice Law Corporation About How We Can Help
If you’ve been subjected to harassment at work, don’t wait. Time is often a critical factor in protecting your rights and building a strong case. The sooner you contact our law firm, the sooner we can start gathering evidence and working on your behalf. Call us for a free consultation today at 360-207-7502.