Sexual Harassment No Company is Too Big to Play Fair.

Minneapolis Sexual Harassment Attorneys

Sexual Harassment

Title VII of the Civil Rights Act of 1964 (Title VII) and the Minnesota Human Rights Act (MHRA) prohibit sexual harassment in the workplace. Sexual Harassment is a form of gender/sex discrimination, and can include unwelcome sexual advances, requests for sexual favors, or verbal or physical harassment that is sexual in nature or because of a person’s gender. Under Title VII and the MHRA, sexual harassment can also be the basis of a hostile work environment claim.

To speak to our Minneapolis lawyers about a sexual harassment case, please call (877) 344-4628 for a free consultation.

Examples of Sexual Harassment in the Workplace

Sexual harassment is illegal if satisfaction of a sexual demand is used as the basis for an employment decision. For example, an employee may have a claim if he or she refuses a supervisor’s sexual demands and is terminated. Even in a situation where the employee does not suffer an adverse employment action, such as discipline or termination, the employee may still have a hostile work environment claim if the conduct is unwelcome and either severe or pervasive. Conduct that is either severe, such as a physical touching, or pervasive, such as persistent sexual comments, may give rise to a hostile work environment claim even if the employee has not suffered actual discipline or termination.

It is important to note that both men and women are protected from sexual harassment, and the conduct does not have to be motivated by sexual desires to qualify. Employees may even suffer sexual harassment from members of their own sex.

Examples of actions that can be considered sexual harassment in the workplace include:

  • A supervisor makes sexual demands and threatens to fire or demote an employee if they do not submit to the sexual demand.

  • A boss continues to ask an employee out on a date and declares romantic intentions despite the employee’s rejection.

  • A boss or co-worker makes negative or threatening comments or other sexually suggestive remarks about an employee’s gender.

  • A boss or co-worker makes comments, jokes, or other sexually suggestive remarks about an employee’s clothing, body, or sex life.

  • A boss or co-worker touches an employee in inappropriate ways, including hugging, kissing, patting, or deliberately brushing up against them.

  • Posters, magazines, pictures, or screensavers that are sexual in nature or derogatory or hostile toward a particular gender are displayed or circulated around the workplace.

What Should I Do If I’ve Been Sexually Harassed?

Employees who believe they are suffering from sexual harassment should first tell the harasser to stop, and report the harassment to their employer. Employment manuals or handbooks typically provide employees with company policies and procedures for addressing sexual harassment. Employees who tolerate offensive acts in the workplace without reporting the incidents could find themselves in a position where they do not have an actionable sexual harassment claim.

If you have reported sexual harassment to your employer and your employer has not taken steps to investigate and prevent further sexual harassment from occurring, speak with our lawyers so we can help you take action to protect your rights.

To set up your free case consultation with our legal team, please give us a call at (877) 344-4628 or contact us online.

  • Nichols Kaster obtained a successful jury verdict for a BNSF railroad employee on a Federal Railroad Safety Act retaliation claim.

  • Nichols Kaster obtained a jury verdict for a task force Special Agent in South Dakota on sexual harassment and retaliation claims.

  • Nichols Kaster confirmed the standard protecting workers from retaliation for verbally reporting to employer violation of wage and hour law in front of the Supreme Court.

  • Nichols Kaster obtained the second-largest settlement ever paid by the City of Saint Paul in an employment suit.

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Our team of passionate, talented professionals work every day on advancing and protecting people's rights. No entity is too big to play fair, so please don’t hesitate to reach out to our firm to discuss the details of your situation.