Elk & Elk employment attorneys dislike sexual discrimination and harassment as much as its victims

When a work environment makes gender a liability, legal help becomes a necessity, not an option.

It’s difficult for some of us to imagine being treated unfairly simply by virtue of the fact that we are men or women; whether we are straight, gay or somewhere in between; or whether our coworkers and superiors find us attractive. For others, it’s the painful reality of their day-to-day routines.

If you or someone you know has been the target of workplace sexual discrimination or harassment, you owe it to yourself and others in similarly uncomfortable situations to hold accountable the people who perpetuate these oppressive scenarios – both passively and aggressively – which constitute sexual discrimination and sexual harassment. The employment litigation team at Elk & Elk can help you do just that. We have the experience, the knowledge, the drive, and the resources to take to task anyone or any entity accused of such an egregious attack on the very fabric of a person’s individuality.

Fortunately there are laws in place to protect individuals who feel they have been violated on account of their gender or sexual orientation – whether by offensive speech, action or inaction. Title VII of the Civil Rights Act of 1964 provides for serious civil and criminal penalties for individuals and employers convicted of sexual discrimination or harassment and Elk & Elk’s employment litigation team understands the ins and outs of prosecuting such a case and how to make the law work for you.

Give Elk & Elk the opportunity to prove to you the difference an experienced firm with our resources can make after you or someone close to you has been victimized by an unscrupulous employer, supervisor, co-worker or client. We are available 24 hours a day, seven days a week and 365 days a year to lend a compassionate ear to your particular situation. Take the first step toward reclaiming your dignity and holding accountable those who tried to steal it. We will work tirelessly to prove your case and get you the compensation you need to get your life back on track. And we will do it all at no up-front cost to you. In the end, if we don’t win you a favorable outcome, you’ll owe us nothing. Give us a call today at 1-800-ELK-OHIO to speak with one of our friendly, knowledgeable customer service specialists or fill out our online case evaluation by clicking here.

Sexual Harassment Facts

• In Fiscal Year 2008, EEOC received 13,867 charges of sexual harassment. 15.9% of those charges were filed by males. EEOC resolved 11,731 sexual harassment charges in FY 2008 and recovered $47.4 million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation). (Source: EEOC)
• Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. They should clearly communicate to employees that sexual harassment will not be tolerated. (Source: EEOC)
• In 1973, the Ohio state government passed House Bill 610. This bill prohibited gender discrimination in employment, housing, and in public accommodations. It resulted from an investigative committee, Committee on the Status of Women, created by Governor James A. Rhodes in 1966. While this bill did not give women protections under the United States Constitution, it did help establish a more equal situation for women in Ohio. (Source: Ohio History Central.com)
• “Quid Pro Quo” is the term used to describe harassment when submission to or rejection or sexual demands becomes the basis for employment decisions directly affecting an employee. (Source: Ohio Civil Rights Commission)
• “Hostile Work Environment” is the term used to describe a work environment that is created when continued sexual harassment produces an intimidating and offensive work atmosphere, which negatively impacts an employee’s work performance. Victims face harassment from fellow employees, supervisors, co-workers, clients or customers. (Source: Ohio Civil Rights Commission)