Although there’s been an increased focus on minimizing and eliminating sexual harassment in the workplace, it continues to pervade work environments in the Houston area. When you’ve been subjected to sexual harassment, you need to be prepared to act. Don’t make the mistake of writing off the egregious behavior that’s been directed at you as nothing more than statements, jokes or actions made or taken in bad taste. Sexual harassment can ruin finances, careers and mental well-being. So, if you even suspect that you’ve been subjected to sexual harassment in a Houston-area workplace, then now is the time to learn more about the process of protecting your rights and your interests.
What to expect from the process of addressing sexual harassment
It takes courage to stand up and have your voice heard after being sexually harassed. There can also be a lot of stress associated with the process given the uncertainties involved. However, here are some key points that you can anticipate as you navigate the aftermath of your sexual harassment:
- Your employer and your harasser will likely deny that sexual harassment has occurred.
- You’ll be expected to follow internal reporting procedures related to sexual harassment.
- If your harasser won’t stop after being told “no,” you’ll need to speak to your supervisor and/or the harasser’s supervisor.
- Documentation can be crucial to building a successful argument that you’ve been sexually harassed or retaliated against for reporting sexual harassment.
- You might need to file a complaint with the Equal Employment Opportunity Commission and your state agency equivalent before taking formal legal action in the form of a lawsuit.
So, before diving into the legal arena to address the sexual harassment that’s been perpetrated upon you, make sure you know the process of reporting it and building your claim.
There are several possibilities. Here are main ones that you might end up utilizing:
- Mediation: Employers often want to protect their public image. A claim of sexual harassment can jeopardize the consuming public’s perception of them. As a result, your employer might be willing to engage in mediation in hopes of securing fair and favorable resolution that keeps the issue out of the public eye. While this could help you secure a sense of accountability and lead to the recovery of compensation, it may not provide the deterrent effect that you were hoping for. That said, this is still a strong consideration that you may want to utilize in your case, especially given that a mediator provides an unbiased third-party perspective to help spur negotiations and drive towards resolution. It can also eliminate the risk of completely losing your case at trial.
- Settlement negotiations: You don’t have to resort to some form of alternative dispute resolution like mediation to resolve your case. You might be able to simply talk to your employer (with your attorney’s assistance), present them with the evidence and secure the outcome that you want. This may save you additional time and money, and it could give you more control over the settlement agreement.
- Litigate your case in court: If settlement negotiations in some form fail, then you’ll likely need to take your case to court. Litigation could lead to a good outcome for you where your harasser and your employer are held fully accountable for their actions or inaction, but there’s also risk involved here. The finder of fact in your case, whether that be the judge or jury, will have to be persuaded to side with you, which means you’ll need compelling evidence and a strong understanding of the law to win.
Aggressively fight to secure a positive outcome from your sexual harassment claim
You deserve to be treated fairly in the workplace. When you’ve been sexually harassed, you’ve been robbed of that fair treatment. Fortunately, you have legal recourse to try to right the wrongs that’ve been done to you. It may not be as easy of a road as you’d like, but with a strong understanding of the law and compelling legal arguments on your side, you might be able to achieve an outcome that’s just and fair and advances your interests. That could include reinstatement to your position, back pay, front pay, compensation for emotional and reputational harm and punitive damages.