Sexual Harassment Attorneys in Dayton, Ohio

Sexual harassment includes a range of unwanted behaviors, from inappropriate comments and jokes to physical advances. It can create a hostile work environment and severely impact victims' mental health, productivity, and overall well-being. Both federal and Ohio state laws offer protection against sexual harassment.  

Sexual harassment isn't something anyone should face, yet it remains a significant issue in many workplaces. If it is something you have experienced, Duwel Law stands firmly with you, guiding you through the legal complications of a sexual harassment lawsuit.  

Family-owned and deeply rooted in the local community, we pride ourselves on helping clients achieve fair and positive outcomes. Located in Dayton, Ohio, our firm serves clients throughout Montgomery County, Miami County, Greene County, Darke County, and Warren County. If you've experienced sexual harassment, contact us today.

Terms to Know 

Quid pro quo: This occurs when job benefits such as promotions, raises, or even continued employment are contingent upon submitting to sexual advances.  

Hostile work environment: Unwelcome sexual behavior can make the workplace intimidating, hostile, or offensive. This could include inappropriate remarks, sharing explicit content, or other actions that make an employee uncomfortable. 

Verbal harassment: This involves unwanted and persistent comments or questions about an individual's personal life, sexual orientation, or physical appearance. Verbal harassment can also include sexually explicit jokes, stories, or negative remarks. 

Non-verbal harassment: Actions such as leering, making obscene gestures, or displaying sexually suggestive visuals fall under non-verbal harassment. These actions can create an uncomfortable and unprofessional work environment. 

Retaliation: If an individual reports sexual harassment or participates in an investigation and then faces negative consequences such as demotion, termination, or other forms of punishment, it is considered retaliation. This discourages victims from speaking out against harassment. 

Who Can Be Guilty of Sexual Harassment? 

Sexual harassment can be committed by anyone in the workplace, regardless of their position. This includes supervisors, colleagues, subordinates, clients, or even vendors. Even individuals who are not direct employees, such as independent contractors or interns, can also be perpetrators.  

Moreover, bystanders who witness harassment and fail to report it may also be considered as perpetuating a hostile work environment. Sexual harassment is defined by the behavior itself, not by the perpetrator's rank or role within the organization.   

Do This if You’re Facing Sexual Harassment 

If you're dealing with sexual harassment, here are some steps to consider: 

Document everything: Keep a detailed record of all incidents, including dates, times, locations, and any witnesses. This documentation can support your lawsuit should you decide to file one. 

Report the harassment: Inform your HR department or a trusted supervisor. If your workplace has a formal reporting procedure, follow it to the letter. 

Seek legal advice: Contact a qualified sexual harassment attorney to discuss your case. A legal expert can guide you on the best course of action. 

File a complaint: If internal reporting doesn't yield results, you can file a complaint with the OCRC or EEOC.  

Avoid retaliation: It is illegal for your employer to retaliate against you for reporting sexual harassment. Document any retaliation and inform your attorney immediately. 

Seek support: Sexual harassment can take a significant emotional toll. Trusted friends, family members, a counselor, support groups, or therapy can provide a safe space to discuss your experiences and emotions. 

Know your workplace policies: This includes knowing what resources are available to you, such as employee assistance programs, and the specifics of handling complaints within your organization. 

Sexual Harassment Laws in Ohio 

The Ohio Civil Rights Act and Title VII of the Civil Rights Act of 1964 protect employees from sexual harassment in the workplace. They prohibit all forms of gender-based discrimination, including sexual harassment, and provide avenues for victims to seek justice. Here are some key points: 

Protection for Employees 

Ohio law prohibits any form of sexual harassment in workplaces with four or more employees. Victims can file a complaint with the Ohio Civil Rights Commission (OCRC) or the Equal Employment Opportunity Commission (EEOC) within 180 days of the incident. 

Employer Responsibilities 

Ohio employers must keep the workplace free from harassment and take immediate corrective action when complaints arise. Failure to do so can result in severe penalties and liability. 

Statute of Limitations 

Victims of sexual harassment in Ohio generally have up to six years to file a lawsuit in state court. However, you must take immediate action to preserve evidence and ensure a timely resolution of the case. 

Protection from Retaliation  

Ohio law also protects employees who report sexual harassment from retaliation. Employers are prohibited from taking adverse actions, such as demotion, termination, or discrimination, against individuals who file complaints or participate in investigations. 

Training and Prevention 

Ohio employers must provide regular training on sexual harassment prevention for their employees. This promotes acceptable workplace behavior and reinforces employers' commitment to maintaining a harassment-free workplace.