This article has been prepared for those who’ve been subjected to sexual harassment in the workplace and are wondering how to stop such abuse. Significantly, approximately 80% of harassment is unintentional. Furthermore, this unintentional harassment is often terminated simply when the individual is notified that such behavior is inappropriate and unwelcome. One of the key questions that will be asked of you if you do seek a lawsuit loan is whether you notified the individual who engaged in such conduct inappropriate.
It commonly occurs that individuals who engage in such behavior actually had good intentions at the time the comments were directed to the individual offended. In many cases, these individuals actually believe that they were complimenting the individual to whom the comments were directed. However, it is the object of these statements perception that will determine whether harassment has occurred.
It is necessary to inform such individuals in a clear, firm tone that you find their conduct inappropriate. This is a first step in protecting yourself from such ongoing behavior. Additionally, in many instances, it is also appropriate to notify that individual how it is that you wish to be treated. Once you notify the individual of the manner in which you wish to be treated, that individual’s failure to adhere to your requests is often deemed an aggravating circumstance with respect to your claim, and is also a factor in considering whether you qualify for a lawsuit loan.
It is first necessary to determine whether your employer has a sexual harassment policy. If the employer does have such a policy, you’re encouraged to follow the steps identified in the policies/procedures related thereto. Failure to notify the employer via the mechanism provided may severely compromise your claim. Failure to notify the employer may also bar liability against that employer.
It is essential that you notify your employer of the offensive conduct, irrespective of how you feel about notifying the employer of same. The strength of your claim will be greatly diminished if you fail to do so. You’ll find you will be unable to obtain a lawsuit loan if you weaken your claim by failing to follow the procedures established.
Work-related harassment may also occur outside the office. Situations such as those taking place at work-related social gatherings, work-related functions, conferences attended on your employer’s behalf, workshops, and training sessions you attend during work-assignments, all constitute work-related situations, during which sexual harassment may occur, and for which your employer may have liability.
It is also important to realize that sexual harassment may occur in the course of work-related travel, and is also in violation of Title VII. Significantly, sexual harassment may also occur during employment-related responsibilities involving telephone calls and/or electronic media. In cases in which you’re able to retain an attorney to represent you in a sexual harassment case, you’re likely to be able to obtain a lawsuit loan to assist you with finances that arise during the course of litigation.
In part three, we will discuss tips that you may provide to those individuals engaging in the conduct you find offensive. We will also address key-strategies involved in both maximizing your claim and ensuring that you’re able to obtain a lawsuit loan to assist you during the course of litigation.
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