Sexual harassment in the workplace is a form of gender discrimination. As such, it is illegal. Discrimination, including sexual harassment, can create an environment that is hostile, intimidating, or offensive. The situation can be even worse when the person doing the harassing is your boss. In the workplace, a supervisor is inherently in a position of power over his or her subordinates. If your boss is making sexual advances toward you, or engaging in any type of sexually-harassing behavior, what should you do?
Although overt sexual advances can be particularly awkward and intimidating, even less obvious conduct can fall under the category of sexual harassment. Some examples of sexual harassment in the workplace include:
- inappropriate or offensive comments about gender,
- repeated comments about an individual’s appearance, and
- inappropriate comments made through email.
For example, if your boss routinely makes comments about the incompetence of women in the workplace, in front of a female co-worker, this may be considered sexual harassment.
When sexual harassment comes in the form of flirtation, repeated requests for dates, or outright sexual advances, the work environment can become quite terrifying for the targeted employee. A Boston employment law attorney can help you recover damages if you’ve been the victim of sexual harassment in the workplace.
Fortunately, sexual harassment is prohibited at the federal, state, and local level in MA. Under Title VII of the Civil Rights Act of 1964, employees can sue their employers if they suffer from this type of discrimination. Prior to filing a lawsuit, the employee must file a complaint with the Equal Employment Opportunity Commission (EEOC), the federal agency tasked with investigating such claims. Once the EEOC completes its investigation, the employee may bring a lawsuit if no alternative resolution is reached.
According to the EEOC, “although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).”
Tips for Handling the Situation
If your boss is making sexual advances toward you, you don’t need to suffer in silence. Take the steps below to protect yourself from further discrimination.
- Save any offensive emails, texts, or voicemails from your supervisor. These could be helpful if you decide to file a claim with the EEOC, or bring a lawsuit.
- If you are comfortable doing so, ask your boss to stop the offensive conduct. In some cases, he or she may be unaware that the conduct is bothering you.If, however, you feel too uncomfortable – or unsafe – do not address your supervisor directly.
- Speak to your human resources department if the situation persists. HR should be supportive, and may be able to give you some direction as to how to resolve the problem. Depending on the size of the company, the HR department may open its own investigation. In some cases, however, they are of little to no help.
- Contact an employment law attorney. Whether you end up filing a claim with the EEOC, bringing a lawsuit, or resolving the situation without such measures, an experienced MA employment law attorney can answer your toughest questions and help you determine how to proceed during this difficult time.
Altman & Altman, LLP – Boston’s Premier Employment Law Firm
If you have been the victim of any type of workplace discrimination, the skilled legal team at Altman & Altman, LLP can help. We have been protecting the rights of MA workers for more than 50 years. Our experienced, knowledgeable attorneys understand that workplace sexual harassment cases can be highly sensitive, and even scary. We will ensure that you fully understand your rights and options before proceeding, and we will be with you every step of the way. Don’t go through this difficult time alone, we are here to help. Contact Altman & Altman, LLP today for a free and confidential consultation about your case.