stalking cyberstalking a pattern of menacing behavior communicating threats to your safety

You can certainly face sexual harassment outside the workplace. However, in order to sue, you won’t sue for “sexual harassment. " Instead, you might sue for harassment generally, or for another civil wrong, such as wrongful imprisonment or assault.

There are many examples of a quid pro quo. For example, you might be called into your boss’s office, whereupon he shuts the door and puts his hand on your thigh. When you object, he says, “Don’t you want that promotion I was telling you about?” In this situation, there is a suggestion that in order to be promoted you must put up with his sexual advances. [4] X Research source That is a quid pro quo. Even if you give in and accept the harassment, you can still file a sexual harassment claim.

sexual jokes sexual slurs and epithets name calling, ridicule, and mockery touching physical threats restricting your movement (such as blocking you or leaning over you at your desk) displays of sexually suggestive cartoons or pictures

For example, making demeaning statements about women or men in the workplace could qualify as sexual harassment even if you are not talking about sexual activity. [6] X Trustworthy Source US Equal Employment Opportunity Commission U. S. government agency that enforces civil rights in the workplace Go to source Harassment in the workplace usually needs to interfere with your employment. If you cannot perform as needed due to interference or inappropriate comments from others, it could constitute harassment.

If you regularly shared lewd jokes and made derogatory comments, then it will be difficult for you to suddenly claim that you found the environment hostile.

coworkers third parties, such as an employer’s client or agent victim’s supervisor supervisor in a different department or area

In practice, this means that derogatory comments to a coworker can be so upsetting that you find the workplace hostile—even if the comments were not directed at you.

However, you should realize you can certainly get more money if you decide to sue in court after being fired or demoted.

You will help yourself by documenting the harassment. Just as no one should assume you are lying, they also won’t necessarily assume you are telling the truth. Instead, you should have as much supporting documentation as possible, whether in the form of emails or voice messages, or your own detailed notes.

voice mails emails handwritten notes

Try to be sufficiently detailed. The more detail you can provide, the more credible you will appear. [12] X Trustworthy Source US Equal Employment Opportunity Commission U. S. government agency that enforces civil rights in the workplace Go to source Include all important details, such as the date and location of the harassment, as well as the identity of the harasser and your own emotional response. Also note the date that you are writing down your memories. [13] X Research source

You should also identify people who saw you immediately after the incident or people who you told about the harassment. If other people were harassed in the same manner by the same person, then you should identify them as well.

Being silent is not encouragement. However, you might have encouraged the harasser with your actions or words. [17] X Research source For example, flirting with your boss invites flirting from them in return. Objecting or complaining is proof that you did not welcome the conduct. [18] X Trustworthy Source US Equal Employment Opportunity Commission U. S. government agency that enforces civil rights in the workplace Go to source Telling the harasser, “Please stop doing that” or complaining to a supervisor shortly after the incident can definitely help your case.

In fact, the Equal Employment Opportunity Commission assumes that a single incident of touching someone’s intimate body areas is sufficiently offensive to qualify as sexual harassment. However, the touching must be unwelcome.

Instead, frequency will be analyzed together with severity. You should think of it as a sliding scale. The more serious the conduct, the fewer incidents there need to be in order to qualify as sexual harassment. However, the less serious the conduct, the more incidents there will need to be.

Before jumping to any conclusions, you might want to ask trusted friends if they would find the conduct or comments harassing. Tell them what happened and ask for their interpretation. Do they think the conduct was harassing?

Ask people you know. They might have used a lawyer who they can recommend. Contact your Employee Assistance Program. Many employers offer these programs, which can provide referrals to lawyers. Use a referral service. States and many cities or counties have bar associations, which are organizations made up of lawyers. Many of these bar associations run referral services or can point you in the direction of one. Ask another lawyer. You might have used a lawyer to buy a house or handle an estate matter. Call this person up and ask if they can recommend an employment lawyer.

You also should think about complaining to the Equal Employment Opportunity Commission or an equivalent state agency. After complaining to an agency, you could also bring a lawsuit in federal court for sexual harassment. See Sue for Sexual Harassment for more information.