As an employee in the United States, you are protected by the U.S. Equal Employment Opportunity Commission (EEOC) from illegal and unwelcome sexual harassment at work. If you think you have been sexually harassed or harassed because of your sex, you need to stand up for your rights and seek a legal resolution that stops the harassment and provides any needed compensation.
Our Minnesota employment law lawyers from Capitol City Law Group can assist you with your complaint or legal case from start to finish.
Call 651-413-6012 for a free consultation to discuss your sexual harassment claim.
Sexual harassment in Minnesota means any unwanted sexual advances, requests for sexual favors, or any sexual physical or verbal behavior. This matches the definition in Title VII of the Civil Rights Act, which treats sexual harassment as sex discrimination.
Employers in Minnesota must prevent and address sexual harassment. If they don’t investigate and resolve harassment claims, they can be held responsible for damages. The Minnesota Human Rights Act (MHRA) also protects against sexual harassment and ensures that employers can’t retaliate against those who report it.
Retaliation is a concern for many employees who report harassment. Both the MHRA and Title VII make it illegal for employers to punish employees for complaining about sexual harassment. This protection helps victims speak up without fear of negative consequences. Knowing these laws and protections helps keep your workplace rights safe.
There are two main types of workplace sexual harassment: quid pro quo harassment and hostile work environment. Both types of harassment are illegal under Minnesota and federal law, and recognizing them can help victims take the right steps.
Quid pro quo harassment involves an exchange: job benefits for sexual favors. This form of harassment can be particularly coercive, as it directly links an employee’s job security or advancement to their compliance with sexual demands.
For instance, if an employee refuses sexual advances, they might face negative job consequences such as demotion, loss of benefits, or even termination. Recognizing quid pro quo harassment highlights the misuse of authority in the workplace, helping victims identify unlawful behavior and seek legal recourse.
A hostile work environment is when unwelcome sexual behavior makes the workplace intimidating, hostile, or offensive. This can include behaviors like constant teasing, inappropriate comments, or overtly offensive actions.
Co-workers can also create a hostile work environment through continuous unwelcome conduct, showing that harassment is not just limited to supervisors. To prove a hostile work environment, you need to show that the behavior was unwelcome, widespread, and severe enough that a reasonable person would find it offensive.
Employees should tell management immediately if they experience such an environment. This proactive approach can help in addressing issues early and maintaining a respectful workplace.
Yes, a hostile work environment can be created by employees at any level. While supervisors and managers have a significant influence due to their positions of authority, co-workers and even subordinates can also contribute to a hostile work environment.
Persistent unwelcome conduct, inappropriate comments, or offensive behavior from any employee can create an intimidating, hostile, or offensive atmosphere. All employees need to understand that harassment is not limited to those in positions of power and that anyone can be held accountable for contributing to a hostile work environment.
Sexual harassment can take many forms, including unwanted sexual advances, requests for sexual favors, and verbal or physical harassment of a sexual nature. Filing a sexual harassment claim can help you take timely and effective action.
Another form of harassment is sending unwanted sexually explicit communication, like inappropriate photos, emails, or text messages. Making sexual jokes or comments about sexual acts can also create a hostile work environment and should be reported. Recognizing these examples helps victims identify harassment and take steps to protect themselves.
Sexual harassment is not always overt or easily recognizable. Subtle behaviors can also constitute harassment under Minnesota law. These can include:
Employees should feel empowered to report any behavior that makes them uncomfortable, no matter how minor it may seem.
The Minnesota Human Rights Act (MHRA) and the U.S. Equal Employment Opportunity Commission (EEOC) offer strong protections against sexual harassment. These laws ban hostile work environments and prevent retaliation against those who report harassment. Employers must investigate harassment complaints and take steps to stop it. If they don’t, they can be held responsible for damages, including emotional distress, lost wages, and legal fees.
Employees need to file complaints within a year of the harassment with the Minnesota Department of Human Rights. If internal complaints aren’t resolved, victims should have a sexual harassment lawyer help them take their case to the EEOC. Knowing these protections and how to use them ensures a safer workplace.
Companies with more than 15 employees must follow EEOC rules to prevent and stop sexual harassment at work. They should use training sessions, written warnings, demotions, and even firings to show that harassment won’t be tolerated.
Sometimes, the harasser is the direct supervisor of the victim, making it hard or scary to report the harassment. In these cases, it’s important to contact the EEOC directly and get a sexual harassment lawyer right away. When the harasser finds out about the report, they might try to punish you unfairly, so having a lawyer can help protect your rights.
Sexual harassment can happen outside the office but still be related to work. This includes business trips, company parties, or any work-related social events. Employees are protected from such harassment, even if it happens off-site and should consult with a workplace harassment attorney.
If you experience sexual harassment, take the following steps:
A Minnesota sexual harassment lawyer can provide the support you need in these challenging circumstances.
Proving a sexual harassment case requires careful documentation and evidence. Keep detailed records of each incident, including dates, times, and specifics. Save any inappropriate emails or messages from the harasser.
Witness testimonies can greatly strengthen your case. If coworkers have seen the harassment or its effects on you, their statements can provide important support. Having witnesses when filing your claim adds credibility and helps confirm your account of events.
Building a strong case involves presenting a clear story backed by solid evidence and reliable testimonies. This approach can effectively show the harassment and hold the responsible parties accountable.
Victims of sexual harassment can seek various types of compensation. Compensatory damages cover emotional distress and harm to your reputation caused by the harassment. Economic damages, such as back pay and lost future earnings, compensate for financial losses due to negative job actions.
If an employer acted with malice or reckless disregard, punitive damages might be awarded. Legal fees and litigation costs can also be part of the compensation.
Yes, emotional distress damages can be awarded in addition to lost wages in sexual harassment cases. Victims often experience significant emotional and psychological pain, affecting their well-being and quality of life. These damages compensate for mental suffering, anxiety, depression, and other emotional pain caused by the harassment.
Besides emotional distress damages, victims can also seek compensation for lost wages, including back pay and future earnings. This financial compensation covers the economic impact of the harassment, such as missed promotions, demotions, or job loss.
Understanding that both emotional and financial damages are recoverable helps victims seek full compensation for their suffering and losses. Getting legal advice from a Minnesota sexual harassment attorney can ensure that all potential damages are thoroughly evaluated and pursued in the case.
Capitol City Law Group has significant experience in litigating and resolving sexual harassment cases. Our first step is to inform clients of their legal options, providing the knowledge needed for empowered decisions. Our approach emphasizes competence and effectiveness, focusing on finding the best solutions for our clients.
Our lawyers communicate in an accessible manner to ensure clients fully understand their legal options and the steps involved in their cases. Trusting Capitol City Law Group means choosing a team that prioritizes your well-being and fights for your rights with dedication and knowledge.
At Capitol City Law Group, we know that sexual harassment can seriously affect your work and personal life. Our team will:
Choosing Capitol City Law Group means working with a team that is not only skilled and knowledgeable but also genuinely cares about your well-being and future. We are here to support you every step of the way, providing the legal guidance you need to get through this difficult time.
If you are facing sexual harassment at work, don’t wait to get the help you need. Contact Capitol City Law Group for a free consultation. Our sexual harassment lawyers in Minneapolis and St.Paul are ready to support you and fight for your rights.