Sexual Harassment Lawyers in St. Louis

Providing Aggressive Legal Representation When You Need it Most

No one ever wants to believe that they may face sexual harassment in the workplace. Unfortunately, many innocent employees face consistent unlawful conduct in the form of unwanted verbal or physical conduct.

As an employee in the workplace, you are protected by law from facing sexual harassment in any form. Being sexually harassed at work can make your work environment very hostile, leading to stress, anxiety, and a feeling of isolation. Fortunately, you can take action against your harasser without fear of retaliation or losing your job. With a legal team on your side, you can hold your harasser accountable under the law while protecting your rights in the process.

Depending on the situation, you may be able to recover economic and punitive damages in a Missouri sexual harassment claim. However, due to the legal complexities of state and federal laws, it is always in your best interest to seek legal representation from an experienced sexual harassment attorney.

If you are ready to stand up for your rights, the first step is to contact an experienced team of employment law attorneys. The lawyers at Riggan Law Firm have years of experience helping clients like you who need assistance bringing their harasser to justice. Even if you have yet to decide to take legal action or are still weighing your options, our team would be happy to discuss your case. If you would like more information and to learn about our services, you can contact Riggan Law Firm at our Missouri law office today to schedule a meeting with a knowledgeable attorney to determine your legal options.

What Is the Legal Definition of Sexual Harassment?

Sexual harassment is defined in both the Civil Rights Act of 1964 and the Missouri Human Rights Act. Both of these acts define sexual harassment as unwanted sexual advances, verbal or physical sexual conduct, requests for sexual favors, and any sexual advances that create a hostile work environment.

Quid pro quo harassment is another form of sexual harassment in the workplace. Quid pro quo harassment describes when a supervisor, manager, or other higher-up demands sexual favors from an employee. They may threaten the employee victim by preventing them from obtaining the position, benefits, or promotion they want or deserve. If a harasser intimidates or offends the employee, disturbs them with sexually related behavior, or prevents them from doing their job, that is considered work environment harassment.

Gender-based harassment is also illegal under the law. Gender-based harassment in the workplace involves using slurs, negative stereotypes, and epithets instead of explicit sexual behavior. These actions create a hostile work environment for the victim.

Sexual harassment victims can be any gender and can even be the same gender as their harasser. Any sexual jokes, sexual advances, sexual innuendos, inappropriate touching, unwanted or inappropriate comments about clothes or body parts, and posting of sexually suggestive material in the workplace can count as sexual harassment. Witnesses of the harassment can be affected by these behaviors, even if they are not the intended victims.

However, many employees are scared to speak up for fear of losing their jobs or employer retaliation. No one should ever have to fear sexual harassment or dread going to work for fear of what the day may bring.

If you have experienced sexual harassment in the workplace or have witnessed it, contact our team of sexual harassment lawyers today for more information.

Is Retaliation a Form of Sexual Harassment?

Retaliation is defined as taking action against an employee to punish them for coming forward about or reporting sexual harassment. Retaliation can include wrongful termination, barring employees from projects or promotions, reducing their hours, or verbal or physical harassment.

Some other common examples of retaliation for reporting sexual harassment may include:

• Pay cuts
• Demotions
• Being micromanaged
• Poor performance reviews
• Being reassigned to less desirable positions or shifts

Retaliation is illegal under federal and state laws, and employers cannot retaliate against employees for reporting sexual harassment or working with a sexual harassment lawyer. If you have received requests for sexual favors, unwanted sexual advances, or other types of sexual harassment, our team of sexual harassment attorneys can protect you from retaliation. Additionally, if you file a sexual harassment complaint, you may be able to add a charge of employer retaliation.

No matter where you are employed, sexual harassment at work is illegal, and the law is on your side. If your employer retaliates, you have legal options to protect you in the workplace. However, understanding the legal complexities associated with filing a sexual harassment claim can be confusing, so it is always best to hire an experienced attorney.

Our team can help you pursue a sexual harassment claim to prevent further unwanted behavior from continuing in the workplace. Contact an experienced employment attorney on our team to learn more about how we can help.

What Steps Should You Take if You Are Facing Sexual Harassment?

If you are a victim of sexual harassment, there are a few steps you can take to prevent further harassment and start taking action against your harasser. If you have concerns about these steps or feel unsafe doing them, contact our experienced team for more information.

Below are some steps you can take to fight sexual harassment:

• Point out your harasser’s inappropriate behavior. In some cases, harassers may not realize that they are being inappropriate. Some individuals believe that jokes or innuendos are acceptable in the workplace, not realizing that they create a hostile work environment. If you feel safe doing so, talk to your harasser alone or with witnesses. Be sure to note the time and date of your conversation to keep as evidence for your potential sexual harassment case.
• Follow your employer’s sexual harassment policy. In your employee handbook, your company should have a written sexual harassment policy that you can follow. Typically, you can report sexual harassment to your Human Resources department as a first step. Check out the detailed procedure and follow those steps to create a record of the harassment you are facing.
• If you have tried the previous steps but continue to suffer sexual harassment, you may need to file a formal complaint with the Missouri Commission on Human Rights (MCHR). However, state law dictates that complaints must be filed within 180 days of the incident.
• Contact our team of experienced sexual harassment lawyers. If your employer does not take sexual harassment seriously or they do not take steps to protect you in the workplace, our team can assist you.

Anyone experiencing sexual harassment in the workplace should always be sure to document each incident as it occurs. Proper documentation includes the name of the harasser and those who may have witnessed the incident(s), dates, and a summary of what occurred. Additionally, if Human Resources investigates a report of sexual harassment, you must not interfere with the investigation and must follow company policy.

Our knowledgeable sexual harassment lawyers will work with you to gather evidence of the harassment and provide personalized legal advice for your situation.

Can I Sue My Employer for Sexual Harassment I Have Experienced in the Workplace?

One of the main questions that many clients ask is whether they can sue their employer for failing to take steps to stop workplace sexual harassment. Employers have a legal responsibility to investigate sexual harassment claims and take appropriate measures to stop future unwelcome conduct.

For example, employers are strictly liable for any sexual harassment supervisors commit. Sadly, sexual discrimination or harassment impedes an employee’s ability to perform their jobs, reducing productivity and morale effectively.

If you have taken proper steps to alert your employer of the harassment, but it persists, specific steps must be followed before you can sue your employer. The first step is to file a complaint with the Missouri Commission on Human Rights (MCHR) or the U.S. Equal Employment Opportunity Commission (EEOC). You have up to 180 days with either agency to file a complaint against your employer. However, the time limit is shortened to 45 days for federal employees.

Once a claim has been filed, the appropriate government agency will investigate the claim. If either agency finds evidence that supports your claim of workplace sexual harassment, you will receive a “Right to Sue” letter. At this point, you may file a lawsuit against your employer.

The legal process involved in filing a complaint with the MCHR or EEOC can be overly complex and challenging to navigate without the help of a sexual harassment attorney. Riggan Law Firm can assist you with filing a complaint and taking legal action against your employer. Our law firm is passionately committed to helping employees who have been the victim of unwanted sexual advances and other behaviors that constitute sexual harassment.

If you are still trying to determine if you can file a sexual harassment lawsuit against your employer, contact Riggan Law and ask to schedule a meeting with a knowledgeable attorney who can provide you with more information.

What Type of Compensation Can Sexual Harassment Victims Recover?

Once you receive a Right to Sue letter from the MCHR or EEOC, you are entitled to file a lawsuit against your employer for their failure to prevent further sexual harassment. Victims who win their lawsuits may be entitled to economic, non-economic, and punitive damages, depending on the circumstances of the case.

Economic Damages

Economic or compensatory damages are awarded to sexual harassment victims to reimburse them for their out-of-pocket expenses, which may include:

• Reimbursement for medical bills
• Money spent in connection with job searches
• Back pay, including lost wages, benefits, vacation pay, or pension benefits

Non Economic Damages

Non-economic damages are meant to reimburse sexual harassment victims for intangible losses, which often include:

• Pain and suffering
• Emotional distress
• Loss of quality of life
• Harm to reputation

Punitive Damages

Unlike economic and non-economic damages intended to compensate sexual harassment victims, punitive damages are designed to punish the wrongdoer and send a message to others not to repeat the same type of behavior. Punitive damages may be sought from Missouri employers if it can be proven that they acted with reckless indifference or malice regarding the employee’s civil rights.

Missouri law caps punitive damages at $500,000 or five times the compensatory damages awarded to the victim.

To learn more about the compensation you may be able to recover in a Missouri sexual harassment lawsuit, contact our law office and ask to schedule a highly trained employment lawyer who will professionally evaluate your case and help determine what damages may be appropriate.

What are the Benefits of Hiring a Sexual Harassment Attorney?

Every employee deserves to feel safe and respected at work. Suppose you are dealing with requests for sexual favors, unwanted sexual advances, crude sexual jokes, or other forms of sexual harassment in the workplace. In that case, you have the legal right to protect yourself and bring the alleged harasser to justice.

If you have been dealing with sexual harassment at work, one of the best steps you can take to protect yourself is to hire a sexual harassment attorney. Some of the benefits of hiring an attorney include:

• Provide legal advice: An attorney will assess your sexual harassment case, advise you of your rights, and explain what legal options suit your needs.
• File a complaint on your behalf: An attorney can assist you with filing a complaint with the MCHR or EEOC, ensure that it is filled out correctly and turned in within the eligibility time frame.
• Gather evidence: An attorney can assist you with gathering evidence that supports your sexual harassment claim. Evidence typically includes witness statements, emails, texts, phone calls, and other information that may have a bearing on the case.
• Legal representation: Your attorney will act as your legal advocate in all legal proceedings to ensure your voice is heard and that you are treated fairly.
• Settlement negotiation: An attorney has the legal skills to try and negotiate a fair settlement that will be in your best interests and not that of your employer.
• Trial experience: If your case cannot be resolved through negotiation, the next step is a jury trial. At this point, having legal representation is crucial as an attorney must make a strong case on your behalf by presenting evidence, cross-examining witnesses, and presenting legal arguments to ensure you receive a favorable outcome.

Our Missouri law firm is proud of our work to protect victims and help them receive the fair compensation they deserve. Allow the experienced employment lawyers of the Riggan Law Firm to help you with your legal needs and help you get the justice you deserve.

What Makes Riggan Law Firm the Best Choice to Represent Me in a Sexual Harassment Claim?

Our Missouri law firm understands that being sexually harassed can be traumatizing, leaving you unsure of what you can do to protect yourself from future unwelcome sexual advances, unwanted comments, or other workplace harassment.

Our highly trained sexual harassment attorneys have comprehensive experience helping clients with all forms of unwanted conduct, including:

• Same-sex harassment
• Sexual discrimination as outlined by state and federal law
• Quid pro quo harassment

Furthermore, suppose you have experienced sexual harassment due to your sexual orientation, gender identity, or even sexual assault. In that case, you need an employment lawyer who is fearless when it comes to standing up for your rights.

When you come to Riggan Law Firm for help, we are fully committed to helping you through every step of the legal process involved with sexual harassment claims. We can explain and help you understand what constitutes sexual harassment, a protected class, and the legal options that can potentially prevent harassment and help you deal with an abusive working environment.

With help from our team at Riggan Law Firm, you can pursue legal action and prevent retaliation in the workplace. No matter what you have been dealing with at work, we can confidently assist you with your legal needs.

Contact Riggan Law Firm by calling 314-528-9661 to speak with a compassionate and experienced member of our dedicated legal team. Our sexual harassment lawyers will gladly review your case and help you understand what legal strategies may suit your needs.