Minnesota Sexual Harassment Lawyer

Protecting Your Workplace Rights

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.

Understanding Sexual Harassment Laws in Minnesota

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.

Types of Workplace Sexual Harassment

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

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.

Hostile Work Environment

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.

Can a Hostile Work Environment Be Created by Employees at Any Level, Not Just Supervisors?

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.

Recognizing Examples of Sexual Harassment

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.

What Subtle Behaviors Might Be Considered Sexual Harassment Under Minnesota Law?

Sexual harassment is not always overt or easily recognizable. Subtle behaviors can also constitute harassment under Minnesota law. These can include:

• Inappropriate Comments or Jokes: Even seemingly harmless jokes or comments about someone’s appearance, body, or personal life can be considered harassment if they are unwelcome and create a hostile work environment.
• Unwanted Attention: Repeatedly asking someone out on dates or giving them unwelcome compliments can be seen as harassment, especially if the person has made it clear that such attention is not wanted.
• Non-Physical Gestures: Leering, winking, or making suggestive gestures can also fall under the category of sexual harassment.
• Invasive Questions: Asking intrusive questions about someone’s sexual life or preferences can be deemed harassment.
• Digital Harassment: Sending unsolicited messages, emails, or social media interactions that are sexual in nature can also be considered harassment.

Employees should feel empowered to report any behavior that makes them uncomfortable, no matter how minor it may seem.

Legal Protections Against Sexual Harassment

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.

Employers Must Attempt to Stop Sexual Harassment

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.

What Legal Protections Exist if the Harassment Occurs Outside the Workplace but is Work-Related?

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.

4 Steps to Take if You Are Being Sexually Harassed

If you experience sexual harassment, take the following steps:

1. Document Each Incident: Write down the dates, times, and details of each event. Keep any evidence like emails or messages from the harasser. It’s important to have a clear record of what happened.
2. File an Internal Complaint: Tell your supervisor or HR manager about the harassment. Employers must look into claims and take action. Inform a trusted coworker who can be a witness if needed.
3. Get Legal Help and Contact the EEOC: If your supervisor is the harasser or if your complaint is ignored, get a lawyer right away. A sexual harassment lawyer in St. Paul can help you file an official claim with the EEOC and protect your rights.
4. Consider Legal Action: If your employer doesn’t respond properly, you may need to take legal action. A sexual harassment attorney can guide you through this process, help you collect evidence, and build a strong case. Getting legal advice quickly is key to addressing harassment and protecting your rights.

A Minnesota sexual harassment lawyer can provide the support you need in these challenging circumstances.

How to Prove a Sexual Harassment Case

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.

Potential Damages in Sexual Harassment Cases

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.

Can Emotional Distress Damages Be Awarded in Addition to Lost Wages in Sexual Harassment Cases?

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.

Why Choose Capitol City Law Group

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.

How We Can Help You

At Capitol City Law Group, we know that sexual harassment can seriously affect your work and personal life. Our team will:

• Give You Clear Legal Advice: We explain your rights and what could happen with your case.
• Investigate Your Claims: We gather evidence, talk to witnesses, and build a strong case for you.
• Negotiate for You: We talk to your employer or their lawyers to get a fair settlement for your suffering and losses.
• Represent You in Court: If needed, we will take your case to court and fight for you to get justice.

What Sets Us Apart from Other Firms

• Client-Centered Approach: We focus on your needs and well-being, offering caring support and clear communication throughout the legal process.
• Proven Track Record: We have years of experience handling sexual harassment cases, which helps us deal with tough legal challenges successfully.
• Transparent Communication: We keep you updated at every step, so you always know what’s happening with your case and the strategies we are using.

Why You Should Trust Us

• Dedication to Justice: We are committed to fighting for your rights and making sure those responsible are held accountable so you get the justice you deserve.
• Seasoned Legal Team: Our lawyers know sexual harassment laws well and have a strong record of winning cases for our clients.
• Confidentiality and Respect: We handle your case with complete confidentiality and respect, protecting your privacy and dignity.

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.

Contact Capitol City Law Group Today for Sexual Harassment Cases

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. 

Call us now at 651-877-6784 to for a free case review and explore your legal options.