Ohio Sexual Harassment attorney

Q: What if I don’t have the money to hire an Attorney but need one to stop the harassment?

A: Today, many law firms, including my office and the attorneys working with me, are willing to take sexual harassment cases on a contingency fee basis. This means that the attorney’s time is paid for based on a percentage of the monies obtained through settlement or by court judgment. If no favorable result is obtained by the attorney, generally no attorney fee is due. Any such fee arrangement should be agreed too and set forth in a formal written fee agreement between the attorney and the client. The expenses of a case are always the responsibility of the client and you should consult your attorney for a full explanation.

 If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: What if I don’t have money to speak with an Attorney but really want to know if I have a case?

A: Today, many law firms, including my office and the attorneys working with me, offer free initial consultation for sexual harassment cases. At the conclusion of your consultation, in most cases, should be advised as to the merits of your case. 

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: Is it sexual harassment if it's only verbal?

A: It absolutely can be sexual harassment. Words can be as offensive as physical acts. Jokes and stories can be sexually harassing and create a hostile work environment.

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: What should I do if I'm being sexually harassed?

A: Often, sexual harassment will stop when you demand that the person doing the harassment stop. If you are uncomfortable confronting the individual, start documenting each and every incident. Note the date, time, place, and any witnesses to the incident. Then, consult your employee handbook about the procedure for reporting. Once you report the situation, your employer should investigate the harassment and take steps to stop it.

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: What should I do if it is my manager who is sexually harassing me?

A: Your employer should have more than one method for reporting sexual harassment. Commonly, you can report it to your supervisor or to the Human Resources department. Check your handbook for information to help you identify who you can report the harassment to so it can be stopped.

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: What if I agreed to have sex with someone that I work with, but now no longer want to be involved with that person and yet that person continues to make sexually offensive comments to me, touches me in a sexual way without my consent or continues to pressure me for dates and sex, can I file for sexual harassment?

A: Yes. You will need to show that your previous involvement or relationship has ended, and that you clearly indicated that the sexual attention was no longer welcome.

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

 

Q: Is there a statute of limitations for filing a sexual harassment claim?

A: Yes. If you wish to bring a claim under federal law (Title VII), you must file a complaint with the Equal Employment Opportunities Commission ("EEOC") within 300 days after the unlawful act. For state actions in Ohio, you have two options. You can file your complaint with the Ohio Civil Rights Commission (“OCRC”) within 180 days of the incident or you can file your matter in State Court with the help of a private attorney generally within one year and in some cases longer. You will need to speak with the attorney of your choice for the specific statute of limitations for your case. For various good reasons which your attorney can discus with you, it is important to take action soon after the incidents have occurred.  

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

 

Q: I told my supervisor that I was being sexually harassed, but I asked her not to do anything about it. My supervisor is investigating my situation anyways. Can my supervisor do this?

A: Yes. Your supervisor is under an obligation to investigate your claim of harassment and must take steps to stop the harassment. In doing so, the supervisor must do all that is possible to keep your matter as confidential as possible.

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: I want to make a complaint about sexual harassment, but I am worried about losing my job. Can I get fired for reporting sexual harassment and getting someone in trouble?

A: No. The employer is obligated to investigate the harassment and to protect the complaining employee from retaliation. A company cannot retaliate against an employee for reporting sexual harassment. 

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: I have heard that an employer can be held liable for sexual statements and actions by non-employees. Is this really true?

A: Yes. Under some circumstances, employers have been held liable for third party sexual harassment.
Third party sexual harassment claims are most likely to arise in the food service, healthcare, marketing and sales industries where an employee must work with customers or work to obtain orders or business from people and companies other than the employees employer. 

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.

Q: Can I be sexually harassed by someone who is the same sex as me?

A: Yes. Sexual harassment can occur between two people of the same sex

If the employer does nothing or the harassment continues or you feel you have been retaliated against for reporting the harassment, you should immediately contact my office for a free consultation.