Lawsuit Loan – Sexual Harassment and the Hostile Work Environment (Part 1)0
If you’re an individual who feels as though he or she is subjected to sexual harassment in the workplace, this article is for you. The information is designed to assist you in making a determination as to whether you have been subjected to sexual harassment and, if so, the appropriate steps for you to follow. It also provides information that will assist you in obtaining a lawsuit loan.
The first step you should take is to identify whether the conduct about which you are concerned actually constitutes harassment. The Equal Employment Opportunity Commission states that unwelcome sexual advances, requests for sexual favors or any conduct of a sexual nature is morally wrong, unethical and unacceptable in the workplace. This is the first step in obtaining a lawsuit loan to assist you in pursuing a claim against the harasser.
If an employee either submits to or rejects such advances, these actions cannot be used against the employee as a basis on which employment decisions are made. Additionally, such advances should neither be used to intimidate nor subject the employee to a hostile/offensive work environment. It is irrelevant whether the conduct was intentional. In either instance, you may qualify for a lawsuit loan.
There are two types of sexual harassment. “Quid pro quo” harassment involves something given in exchange for something else. A “hostile work environment” is the second type of sexual harassment that may be found in the workplace.
Quid pro quo harassment occurs when a basis for employment decisions affecting an employee includes either submission and to or rejection of conduct constituting sexual harassment. This form of harassment occurs when a supervisor, manager, or someone else who’s in a position to influence employment decisions, utilizes the employee’s submission or rejection as a criterion in assessing the employee’s performance.
In a hostile environment, sexual harassment occurs in the workplace for the purpose or effect of interfering with an employee’s work performance. It may also simply mean that the work environment is intimidating or offensive to a specific employee. It is sad to note that employees often feel as though they cannot afford to pursue an action against the harasser, merely quietly tolerating the egregious conduct. You may find that a lawsuit loan puts the power in your hands.
If the harasser intends to create a hostile environment and is successful in doing so, the conduct in which the harasser engages violates the Title VII. Significantly, even if the harasser did not intend to create a Hostile Work Environment (Read the Full Article), the conduct still may constitute a violation of Title VII.
In our next article, we will discuss ways in which to address the issue of sexual harassment in the workplace. If you think that a lawsuit loan could keep you from hopelessly accepting the harasser’s conduct, you are encouraged to investigate this option without further delay!