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Telling jokes may be a big part of your office culture. That's fine. However, many jokes are made at someone else's expense. That's when they can cross the line into harassment.
How do you know if things go too far? It can be hard to tell, as there is no strict definition that applies to all cases. That said, if the jokes tend to target a certain group, such as men, women or minorities, then there is a good chance they're crossing that line.
If you experience sexual harassment at work, you may well feel powerless. What if your supervisor is the one harassing you? You know you do not hold the power in that relationship and you worry about losing your job.
What you must know is that sexual harassment is always illegal, no matter who is involved. You are not powerless. You do have options. Here are four things you can do:
People sometimes make the mistake of assuming that sexual harassment in the workplace has to come as physical contact, or it somehow does not constitute harassment. They take other types of offenses far too lightly. In fact, this is sometimes why harassers continue their treatment of others, assuming that they can't get in too much trouble if they don't cross that line.
It is very important for employees to know that harassment absolutely does not have to be physical to count. It is still harassment. It can still create a hostile work environment. It can still violate your rights. Some examples of this type of harassment include:
You practice a religion that requires you to avoid working on specific religious holidays, wear various traditional clothing or pray at various times of the day. Due to your religious practices, you would require your employer to make alterations to the employee handbook regarding your uniform dress and your working hours, as well as make arrangements to allow you to pray during the work day.
In California, you have the right to reasonable accommodations from your employer. Religion falls into a category of protected classes under the Equal Employment Opportunity Commission (EEOC), and your employer’s refusal could constitute discrimination, and it may face legal consequences. Know that if you practice a religion that requires company accommodations, you may hold the right to enforce these alterations in your workplace.
Fast food workers, like all employees, deserve a safe and respectful work environment. Unfortunately though, some such workers are denied such an environment through being exposed to sexual harassment.
It appears that sexual harassment might be a particularly prevalent problem in the fast food industry. For example, data from Hart Research Associates points to such harassment being experienced by 40 percent of female fast food workers.
No one ever wants to believe that they are being harassed sexually, but it does happen. The signs are not always obvious, which can create confusion as to whether someone is actually sexually harassing you. If someone is making you uncomfortable at work, it may be because they are behaving in a sexually harassing manner.
The "me too" movement has educated many about sexual harassment. But this is not just a movement. "Me too" is a rule of evidence.
The "me too" movement has given many victims of sexual harassment and sexual assault the courage to report it and to seek legal help. Usually people do not know what information a lawyer needs to determine whether they have a legal claim. If you are considering contacting a lawyer about your potential sexual harassment or sexual assault claim, below are some of the types of information that you should be prepared to provide your attorney or their office when contacting them about possibly representing you:
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Teren Law Group
225 Avenue I
Suite 203
Redondo Beach,
CA
90277
Phone:
310-870-0375
Fax:
310-543-2303
Redondo Beach Law Office Map
It can be hard to take the first steps in these cases when your livelihood is at stake, but know that you have rights available to you. Let us help you determine what you can do to bring an end to your employer's unlawful behavior.
