My coworker asked me out! Was I sexually harassed?
Probably not yet. Simply asking a coworker out usually does not rise to the level of sexual harassment. If the request was made nicely and didn’t give you the creeps, it may simply be an expression of interest. However, if the invitation was made in a way that made you feel uncomfortable, pressured, or if it was accompanied by sexual comments or behavior, it could be considered sexual harassment.
In some industries isn’t some harassment normal, and you have to be willing to deal with it if you work in the industry?
Absolutely not. Nobody should have to deal with sexual harassment in the workplace. While some industries may have cultures that seem more accepting of certain behaviors or banter, and some where it is clearly more prevalent, it’s important to recognize that harassment should never be considered “normal.” No one should feel pressured to accept harassment as part of their job. Speaking out against inappropriate behavior takes courage, but is the only way to make things change.
How long do I have to decide whether or not I want to sue for sexual harassment?
Before you can file a sexual harassment lawsuit in Federal Court, you must first file a charge of discrimination with the Equal Employment Opportunity Commission. The Equal Employment Opportunity Commission (EEOC) enforces federal laws that prohibit discrimination in the workplace based on factors such as race, color, religion, sex, national origin, age, disability, and genetic information.
You have 300 days from the date of the sexual harassment, or the termination if you were terminated in retaliation for reporting the sexual harassment. Once the EEOC concludes their investigation and provides you with the Right to Sue letter (also known as the 90 day letter, or a closure notice). The Right to Sue is your ticket to federal court, and you only have 90 days from the date on that letter to file the lawsuit.
If you waited longer than 300 days, you are not out of luck. You have two years from the date of the sexual harassment, or the termination if you were terminated in retaliation for reporting the sexual harassment, to file a charge with the Ohio Civil Rights Commission (OCRC). The OCRC enforces state laws that prohibit discrimination in the workplace based on factors such as race, color, religion, sex, national origin, age, disability, and genetic information.
Am I protected from retaliation if I report sexual harassment by my manager to HR?
Yes, in Ohio, as in many states, you are generally protected from retaliation for reporting sexual harassment in the workplace. It is unlawful for your employer to retaliate against you if you report sexual harassment that you have personally experienced, or sexual harassment you have witnessed.
The law prohibits employers from retaliating against employees who exercise their rights to report harassment, discrimination, or any unlawful conduct. This includes making a complaint to HR about sexual harassment. Make sure this complaint is in writing, and keep a copy, so that you can prove you actually complained if needed! If you experience any form of retaliation—such as demotion, termination, harassment, or unfavorable changes in job conditions—after reporting the harassment, you may have grounds for a legal claim. It's important to document any incidents of retaliation and to consult with an attorney, for further guidance on your situation.
Can I sue for emotional distress?
Emotional distress damages in a sexual harassment lawsuit in Ohio are designed to compensate the victim for the psychological impact and emotional suffering caused by the harassment. These damages can include compensation for anxiety, depression, humiliation, and other mental health issues experienced due to the harassment.
You may also seek some medical expenses. If you seek therapy or counseling as a result of the harassment, you may be able to claim those costs as part of your damages.
The amount of emotional distress damages can vary significantly depending on several factors, including: The severity and duration of the harassment. The degree to which the harassment affected your mental health and overall well-being. And, any corroborating evidence, such as medical records or testimonies from mental health professionals.
It's important to document any emotional distress you experience due to harassment, including keeping records of your feelings, any counseling or therapy you pursue, and any changes in your daily life due to the impact of the harassment.
My boss is sexually harassing me. What are my rights?
If your boss is sexually harassing you in Ohio, you have rights that can protect you. Both federal and state laws make it illegal for employers to allow sexual harassment in the workplace. This includes things like unwelcome sexual advances, inappropriate comments, or any kind of unwanted behavior of a sexual nature.
If this is happening to you, it’s important to keep a record of what’s going on — note the dates, times, and specifics of the incidents — and report it in writing according to your company’s policies, usually through HR. Be sure to save an independent copy of your report somewhere your employer cannot access.
If you're unsure about what to do next or if your employer isn’t handling the situation properly, give us a call. We can help you understand your rights, talk through your options, and guide you through the next steps. You don’t have to figure this out on your own — we’re here to support you and make sure you’re protected.
My boss said to keep my job, I have to have sex with him.
If your boss has said that you need to have sex with them to keep your job, that’s not just wrong — it’s illegal. This type of behavior is known as quid pro quo sexual harassment, which happens when someone in a position of power, like your boss, demands sexual favors in exchange for job benefits, such as keeping your job, getting a promotion, or avoiding punishment.
No one should have to face this, and you don’t have to endure it. It’s important to document these interactions if you can, noting dates, times, and what was said. Be sure to store your notes and any evidence in a separate place your employer cannot access.
We understand how difficult and overwhelming this situation can be, and we’re here to help. Talking to a lawyer can be the first step in understanding your rights and figuring out the best way forward. Reach out to us to discuss your options. You deserve to work in a place where you feel safe and respected, and we’re here to make sure that happens.
My human resource department didn’t take my report of sexual harassment seriously. Nothing has changed.
Sexual harassment at work can sometimes be hard to recognize, especially when it doesn’t fit the stereotypical examples people might think of. If you’re experiencing unwanted advances, inappropriate comments, or uncomfortable behavior that feels sexual in nature, it could be sexual harassment.
This includes anything from crude jokes or comments, touching, or even subtle pressure for dates or favors that make you feel uneasy. It’s not always obvious, but if someone’s actions are making your work environment feel hostile or uncomfortable, it’s important to take your feelings seriously.
If you’re unsure whether what’s happening qualifies as sexual harassment, you don’t have to figure it out on your own. It’s always a good idea to reach out and talk to someone who understands the law and can guide you through your options. Give us a call, and we can help you determine whether what you’re experiencing is harassment and discuss how to protect your rights moving forward.
Human resources fired me after I reported my boss was sexually harassing me.
If you were fired for reporting sexual harassment by your boss, that’s not just unfair — it’s illegal retaliation. The law protects employees from losing their jobs simply for reporting harassment or defending their rights in the workplace.
If this has happened to you, it’s important to call us as soon as possible to discuss your claim. There are time limits for filing, so the sooner we can begin working on your case, the better. We’re here to help you navigate this situation and protect your rights.
What kind of lawyer do I need for harassment lawsuits?
If someone is experiencing harassment at work based on their age, race, gender (includes sexual harassment, pregnancy, and LGBTQ+ status), national origin, disability, religion, or military status they should reach out to an employment attorney.
Nobody should have to endure harassment in the workplace, and an employment attorney is familiar with laws such as Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act that protect you from workplace harassment. These professionals can help you understand your rights and navigate the process of filing a complaint with the Equal Employment Opportunity Commission (EEOC) or pursuing legal action against your employer.
If the harassment occurs outside of the workplace, such as in a domestic setting or between individuals not related to employment, you may need a civil rights attorney or a family law attorney.
Can I be liable if I witness sexual harassment but don’t report it?
In many situations, simply witnessing sexual harassment does not automatically make you legally liable for the actions of the harasser. However, the implications can vary depending on whether you are in a position of authority or responsibility within the organization.
Employers often have policies that encourage or require reporting such behavior. While bystanders typically are not held legally liable, failing to report witnessed harassment could lead to disciplinary actions by your employer, especially if your inaction contributes to a hostile work environment. Supervisors, managers, and other persons of authority who are aware of sexual harassment and fail to correct it could technically be liable for any future harassment under § 4112.02(J) or another statute. Reporting sexual harassment that you witness is considered protected activity, and it would be unlawful for your employer to retaliate against you for making that report.
In some jurisdictions and certain professions (like educators or healthcare providers), there may be legal obligations to report known harassment or abuse. Familiarizing yourself with your organization’s policies and local laws can help clarify your responsibilities.
Beyond legal liability, there is often a moral imperative to report harassment. Speaking up is the only way protect others from further harm and promote a safer environment.