Sexual harassment falls under the category of sex discrimination under federal laws — Title VII of the Civil Rights Act of 1964. This law affects any employer with over 14 employees on staff, including local and state governments. The law further applies to labor organizations, employment agencies and the federal government no matter what part of the country in which the employee is working.
What actions constitute as sexual harassment under the Civil Rights Act of 1964? These include a variety of unwanted behaviors that an individual is forced to endure at a workplace, like requests for sexual behaviors, sexual advances, verbal comments of a sexual nature, and physical conduct of a sexual nature. This behavior is defined as sexual harassment when it implicitly, explicitly or unreasonably interferes with an individual’s employment and work performance, or when it establishes a hostile, offensive or intimidating work environment.
The following conditions may be present in the typical sexual harassment case:
— Victims and harassers could be men or women. Victims and harassers might be the same sex.
— The harasser could be the supervisor of the victim, a supervisor in another part of the business, a non-employee, a co-worker or an agent of the employer.
— The victim may not necessarily be the person who is directly being harassed, but might be someone who is negatively affected by the harassing conduct.
— The victim does not need to have suffered employment discharge or economic injury.
— The harasser’s actions need to be unwelcome.
Los Angeles workers who are being victimized by workplace sexual harassment have the law on their side to put a stop to it immediately. Even for workers who are not certain if their situation qualifies as sexual harassment, these workers may want to talk to an employment law attorney immediately to evaluate their situation and put a stop to it before it potentially grows worse.