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Title VII of the Civil Rights Act of 1964 carries broad prohibitions against sexual discrimination, specifically against sexual harassment. According to the U.S. Equal Employment Opportunity Commission (EEOC), sexual harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment can be perpetrated by a man or a woman, does not have to be of a sexual nature, and can include offensive remarks about a person’s sex. Harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision.
To qualify as harassment, the offending behavior must be severe or pervasive and satisfy two tests:
Title VII covers all private employers, federal, state and local governments, education institutions that employ 15 or more individuals, private and public employment agencies, labor organizations, and joint labor management committees controlling apprenticeship and training. Some states carry additional laws prohibiting sexual harassment in companies that employ less than 15 employees.
In 2011, the EEOC received 99,947 charges of sexual harassment and 11,364 charges were lodged.
Sexual harassment legal proceedings are stressful and expensive. Settlement financing may be a solution for cash-flow problems, both for the plaintiffs and their attorneys. Call 1-800-565-5177 to speak with a Fee Acceleration expert or fill out the brief application to the right to become eligible for a free consultation with a legal funding specialist.