Legal Standards for Sexual Harassment

The Civil Rights Act of 1964 legally deemed sexual harassment illegal in the workplace, and over the years the EEOC has implemented a wide variety of rules and recommendations to discourage sexual harassment at work. Under federal regulations targeting sexual assault, victims of sexual harassment may sue for damages.

The most detailed concept of legal sex harassment includes the presence of any inappropriate sexual contact at work that creates a violent, threatening or inconvenient workplace for employees. Victims of sexual harassment have a range of alternatives if it is not possible to settle through the company internally.

In the case that internal channels are not adequate to end sexual harassment, the next support base will be through the EEOC branch. Filing EEOC cases of sexual harassment will initiate an ongoing investigation of the allegations. If the EEOC investigation does not yield satisfactory outcomes for you, you are allowed to bring an action against your harasser under the terms of Title VII of the Civil Rights Act.

However, in order to bring a lawsuit, claimants are required by statute to contact a government department, usually the EEOC, first and to file a lawsuit there. In addition, there are also limitations for filing sexual assault lawsuits, which, if not dealt with, will hinder the right to sue in the future.

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