Your sexual history is your personal information, and you should not feel forced to share details about your sexual history with anyone.
You can share as little or as much of your sexual history as you want to share with others. If a coworker asks you these details in passing, just let him or her know that you don’t want to share those details and that you feel uncomfortable being asked about it.
If it becomes an ongoing topic, and a coworker is constantly asking you about your sexual history and relationships, then it could be considered a form of sexual harassment.
You should do everything that you can to gather supporting evidence and documentation for your claim, so it doesn’t become a he-said, she-said case.
You should also be sure to take note of any witnesses who heard the conversation as their corroborating stories could be very helpful to the outcome of your claim.
You should be able to feel comfortable while at work, and personal questions can make for an unwelcoming and uncomfortable feeling.
Your employer has the responsibility to make sure you feel safe and comfortable at work. If they don’t address sexual harassment, it can become a hostile work environment. That will affect your work performance, your mood, and your productivity.
What To Do If A Coworker Asks Personal Questions About Your Sexual History
If a coworker starts asking you personal questions about your sexual history, you should confront them. Let them know that it is personal and that you don’t feel like addressing those topics.
You should then report the incident to your employer as quickly as possible. Provide details and supporting evidence to a supervisor or to human resources.
You will need to maintain documentation that shows you did report it. This could be a copy of the complaint or a confirmation receipt from the person that you turned in the complaint to.
You should maintain supporting evidence and only provide copies with your complaint. Check to see if the incident was caught on an audio-video recording.
If there are digital or physical copies that pertain to the incident, those are needed as well. You should jot down notes that provide very specific details while the incident is fresh in your memory. The more specific details that you can provide, the stronger your claim.
Your employer should respond to your complaint. You will need to keep any correspondence from them and be sure to make notes and document everything.
Whether the incident qualifies as sexual harassment depends on the severity and frequency of the questioning and the behavior.
You will want to be sure to record how your report of sexual harassment was handled. What was said to you? Did they take the matter seriously? Did they conduct an investigation?
You will also want to be attentive to make sure no other incidents take place. If they incident occurred again – after your complaint, then they may not have addressed the issue, or they may not have handled it properly. If it is an ongoing problem, then it obviously is harassment and the proper resolution has not come about.
Filing A Complaint
If your employer doesn’t address your complaint properly, you can file a formal complaint with the EEOC. The EEOC will investigate your claim and will review all the details, including the response.
They will then work to resolve the matter. If they determine that the matter wasn’t properly handled and that your employer is letting the sexual harassment and discrimination continue, they may tell you to take the next step and file a lawsuit against your employer. If that is the case, they will give you a letter detailing their findings.
Enlisting The Help of an Employment Law Attorney
If you have been the victim of sexual harassment in the workplace, and if a coworker has asked personal questions about your sexual history, you should enlist the help of an employment law attorney who handles sexual harassment matters.
An attorney will be familiar with the state and federal laws. Usually, you have 180 days from the date of the incident to file a harassment claim.
Don’t wait until it is too late to recoup compensation for your damages.
Complete the Free Case Evaluation Form on this page to share the details of your case with an attorney who practices employment law in your area. Help is available.
