San Diego, California, October 9, 2020, Sexual Harassment in the workplace is not a new problem. It can be directed at both women and men. Years ago, there was a great stigma that prevented such egregious conduct from being reported. In many cases, it was fear of retaliation, such as being demoted or fired under false pretense. Gradually laws changed and victims felt more empowered to come forward and file a complaint. There are now sexual harassment attorneys that specialize in the field and they should be consulted to ensure the best outcome.
Employees are now protected by both Title VII of the Civil Rights Act of 1964 and California’s Fair Employment and Housing Act. The statutes are quite clear and Employers and Supervisors should become very familiar with them.
What Constitutes Sexual Harassment?
It is important to understand that some actions listed above, if welcomed by the recipient, would not count as sexual harassment; such as mutual consent by two coworkers to go out on a date. However, an action being “Welcome” at one point does not mean that it cannot become “Unwelcome” in the future.
Understanding The Difference Between Sexual Harassment and Sexual Assault:
Sexual harassment includes many acts, and violations are usually Civil in nature. On the other hand, Sexual Assault includes the forcing of an unwilling party to engage in sexual contact and actions through violence, incapacitation, or coercion. Sexual Assault is usually a Felony and it can include vastly different legal repercussions than sexual harassment.
If you are a victim of sexual assault, you should:
Above all, do not let yourself fall prey to The Stockholm Syndrome, where the victim develops positive feelings toward the person abusing them. This can be the result of continuous abuse over a long period of time. Do not be complacent if you, or someone you know, is a victim of workplace sexual harassment.
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