Myths About Workplace Sexual Harassment
Conduct does not have to be sexual in nature to be considered sexual harassment. It could be any undesired behavior that singles out an individual out based on their gender. This means that sexual harassment can occur between people of the same sex as much as it can occur between people of the opposite sex.
This is not true. A person can be considered a victim of sexual harassment even if they were not the direct target of the harassment. Any individual who is impacted by a work environment that is hostile, offensive, or intimidating can file a complaint of harassment.
False. An employee can file a sexual harassment complaint regardless of whether they were fired or economically damaged as a result of the harassment. Being subjected to workplace sexual harassment is illegal in and of itself.
A romantic history does not prevent an individual from making a sexual harassment claim. Remember, the basis of a sexual harassment claim is that the conduct is unwelcome. This means that if an employee has made it clear to another person that they have no further romantic interest in them, any unwanted sexual advances or attention could be considered a basis for a sexual harassment claim. As you can see, these situations can quickly turn into “he said, she said” situations, making the need for a lawyer who knows what they are doing to be more important than ever.
Incorrect. In order for the conduct to be considered harassment, it must be unwanted and unwelcomed. For this reason, employees should be encouraged to speak up about sexual advances that are unwanted, if it is safe to do so.