Tampa Sexual Harassment Lawyers For Florida Employees

Sexual harassment can make going to work feel stressful, unsafe or humiliating. You may worry that speaking up could cost you your job or make the situation worse. You may also be unsure whether the conduct you are experiencing legally counts as harassment.

At Imler Law, we represent Florida employees facing sexual harassment and other workplace violations. We take an experienced, fearless and personal approach to every case. We also offer free and confidential consultations so you can talk with us about what happened before deciding what to do next.

What Counts As Workplace Sexual Harassment?

Sexual harassment can take many forms, from unwanted comments or sexual attention to pressure for sexual activity or inappropriate physical contact.

Two common forms of workplace sexual harassment include:

• Quid pro quo harassment: A supervisor or another person with authority ties a job benefit or consequence to whether an employee accepts or rejects sexual conduct.
• Hostile work environment: Sexual or sex-based conduct becomes serious or frequent enough to create an intimidating, hostile or offensive work environment or interfere with an employee’s ability to do their job.

Harassment can come from supervisors, coworkers or others in the workplace. It does not always involve physical contact. Comments, messages, unwanted advances and other conduct may also become important in harassment claims.

If you are unsure whether what happened crosses the legal line, an employment lawyer can review the facts and explain your options.

Reporting Harassment To HR And Filing A Claim

Your next steps may depend on your employer’s policies and the facts of your case. If it feels safe to do so, you may need to follow the employer’s reporting process and notify HR, management or another designated person about the harassment.

Keep copies of any records that may support your account. These may include emails, text messages, chat records, written complaints, schedules and notes about specific incidents.

An internal HR complaint and a legal claim are not the same thing. In many cases involving federal employment discrimination law, an employee must first file a Charge of Discrimination with the Equal Employment Opportunity Commission (EEOC) before bringing a lawsuit.

Because deadlines can be short, it can help to seek legal advice early.

Questions Employees Ask About Sexual Harassment

Knowing what to do after harassment occurs can feel overwhelming. These answers address some of the first questions employees often have.

What steps should I take if I am currently experiencing sexual harassment at work?

Document what happened, including dates, locations, people involved and any witnesses. Save relevant communications and review your employer’s harassment reporting policy. Depending on the situation, you may report the conduct to HR or another appropriate person. You can also speak with an attorney about your rights before or after making a report.

What evidence should I preserve before reporting workplace sexual harassment to HR or an attorney?

Keep relevant emails, texts, direct messages, voicemails and other communications. You may also want to preserve copies of complaints you submitted, responses from management, performance reviews and records showing changes to your hours, duties or position. Notes made close to the time of each incident may also help establish what occurred.

What are the statutory deadlines for filing a workplace sexual harassment claim?

Deadlines depend on the law and the type of claim. For an EEOC charge, the general deadline is 180 calendar days from the alleged discrimination. That period can extend to 300 days when a state or local agency enforces a law prohibiting the same type of discrimination. Because the correct deadline depends on the circumstances, employees should avoid waiting until the end of the filing period to seek advice.

Get Personal Legal Support When Your Workplace No Longer Feels Safe

You do not have to decide how to respond to workplace harassment on your own. We can listen to what happened, explain your rights and help you consider the next steps for protecting your career and livelihood.

Contact Imler Law at 656-201-0155 or reach out online to schedule a free and confidential consultation. Hablamos español.