Employment Harassment Lawyers
Federal, state, and local law prohibits sexual harassment and harassment because of race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, age, or any other basis protected by federal, state or local law. All such harassment is unlawful and should not be tolerated.
What behavior constitutes harassment?
Unlawful harassment because of sex, race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, age or any other protected characteristic includes, but is not limited to:
- Verbal conduct such as epithets, derogatory comments, slurs, or unwanted sexual advances, invitations, or comments
- Visual conduct such as derogatory posters, photography, cartoons, drawings, or gestures
- Physical conduct such as unwanted touching, blocking normal movement, or interfering with work directed at you because of your sex or any other protected basis
- Threats and demands to submit to sexual requests in order to keep your job or avoid some other loss, and offers of job benefits in return for sexual favors
- Retaliation for opposing, reporting or threatening to report harassment, or for participating in an investigation, proceeding or hearing conducted by an investigating agency
Prohibited harassment is not necessarily limited to the loss of a job or some other economic benefit. Harassment may also impair your working ability or emotional well-being at work.
If an employee believes he/she has been harassed on the job, that employee should provide a written or verbal report to a supervisor, or to another manager, as soon as possible. The report should include details of the incidents, including the names of individuals involved, witnesses, direct quotes, and any documentary evidence (notes, pictures, cartoons, etc.). Oftentimes, employers will have reporting procedures already in place.
Protection against retaliation
The law also prohibits retaliation against any employee by another employee or supervisor for reporting, filing or assisting in any manner, in any discrimination investigation conducted by a federal or state enforcement agency. Employees should report any retaliation to a supervisor or manager.
When to contact an employment harassment attorney
If you have followed your company’s internal reporting procedures and/or you have notified a manager or supervisor regarding this unlawful conduct and you still have not seen a significant change, you may want to contact an attorney. The employment harassment attorneys at KM&A can evaluate your case and can take the appropriate action to ensure you do not have to continue dealing with the harassing conduct.
Kraemer, Manes & Associates LLC “KM&A” is a law firm serving all of Pennsylvania with our principal offices in Pittsburgh and Philadelphia. Call KM&A in western Pennsylvania at 412-626-5626 or in eastern Pennsylvania at 610-616-5686. KM&A can be reached by email at firstname.lastname@example.org.