Posts tagged with "sexual harassment at work"

What Should an Employee Do if She Has Been Sexually Harassed in Connecticut?

As a first step, the employee should review her company’s sexual harassment and complaint policy to determine what avenues are available to her internally to address the situation.  In some circumstances, employees may have to comply with the employer’s established policies and procedures in order to later bring a legal action.  The employee may also consider telling the harasser to stop the offensive behavior, whether in person, by email or by writing a letter.  Regardless of how it is done, the communication should describe the offensive conduct, make clear that it is unacceptable and that it must stop.  As a next step, the employee may speak to a supervisor or to human resources department.   In all events, the employee should document the steps she has taken to complain about or curtail the harassment.

An employee should also consider talking to an attorney with experience in labor and employment law to better understand her rights, particularly if an employer is unwilling or unable to take steps to address any harassment.   Frequently, deadlines for bringing a formal complaint are very strict, so it is generally helpful to talk to an attorney promptly.

If you have any questions related to sexual harassment and discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

What Should an Employee Do if She Has Been Sexually Harassed in Connecticut?

As a first step, the employee should review her company’s sexual harassment and complaint policy to determine what avenues are available to her internally to address the situation.  In some circumstances, employees may have to comply with the employer’s established policies and procedures in order to later bring a legal action.  The employee may also consider telling the harasser to stop the offensive behavior, whether in person, by email or by writing a letter.  Regardless of how it is done, the communication should describe the offensive conduct, make clear that it is unacceptable and that it must stop.  As a next step, the employee may speak to a supervisor or to human resources department.   In all events, the employee should document the steps she has taken to complain about or curtail the harassment.

An employee should also consider talking to an attorney with experience in labor and employment law to better understand her rights, particularly if an employer is unwilling or unable to take steps to address any harassment.   Frequently, deadlines for bringing a formal complaint are very strict, so it is generally helpful to talk to an attorney promptly.

If you have any questions related to sexual harassment and discrimination in Connecticut, please contact Joseph C. Maya, Esq. at (203) 221-3100 or e-mail him directly at JMaya@Mayalaw.com.

The Best Employment Lawyers in Connecticut and New York

Discrimination
Employment Discrimination Lawyers in New York and Connecticut
State and national laws protect employees from being subjected to discriminatory treatment and termination in the workplace because of the employee’s gender, race, age, national origin, religion, pregnancy, sexual orientation, or disability. If you have reason to believe that you have experienced discrimination on the job, you should contact Joseph C. Maya, Esq. right away. Mr. Maya has a national reputation for successfully handling employment discrimination matters. He can be contacted via e-mail at JMaya@Mayalaw.com or by dialing (203) 221-3100 in Connecticut or (212) 682-5700 in New York.

Laws Protect Employees from Sexual Harassment in the Workplace
These laws also protect employees from sexual harassment , a hostile work environment, and from being touched in an offensive manner in the workplace by supervisors, coworkers, or even clients. Employees have a right to stop discriminatory conduct in the workplace. If an employee tries to stop that conduct or notifies a supervisor that discriminatory conduct has occurred, that employee also has protection, under state and national laws, from retaliation by the supervisor or employer. In fact, any person who complains to his or her superior or employer has protection from the law against retaliation by his or her employer. If you feel you might be a victim of racial, gender, or sexual discrimination on the job, you should contact Joseph C. Maya, Esq. at JMaya@Mayalaw.com or by dialing him at (203) 221-3100 or (212) 682-5700. Let our experience guide you and protect your legal rights at work.
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