Connecticut Sexual Harassment Law
People tend to dismiss derogatory comments about their gender or choose to turn the other cheek when they are in an office environment, instead of making an issue out of the incident. This is usually out of fear of retaliation. But if you are the victim of pervasive or repetitious sexually-harassing incidents at work, you do have the recourse to make it stop. Sexual harassment is illegal not just at the federal level through Title VII of the Civil Rights Act of 1964, but also according to Connecticut’s sexual harassment laws.
According to the Connecticut Fair Employment Practices Act (CFEPA), sexual harassment at work against either interns or employees is strictly prohibited. While the Act applies to those businesses or companies that employ more than three individuals, you should know that per Connecticut law, regardless of how many people your employer has on the payroll, sexual harassment is illegal for anyone. Those who sexually harass someone else in the workplace in Connecticut can be subject to both criminal and civil penalties if found guilty.
The Connecticut Fair Employment Practices Act also requires that any company with more than fifty employees provide sexual harassment prevention training to those workers who hold a supervisory position. “Supervisory employee” has a very broad definition, but in general, it means any employee who is responsible for the discipline, hiring, suspending, assigning or promoting another employee.
What constitutes sexual harassment in the workplace?
Sexual harassment comes in two different forms: quid pro quo or by someone creating a hostile work environment.
A victim of quid pro quo sexual harassment is someone who is literally offered “this for that.” It is a type of harassment where someone is either offered an employee reward for a requested sexual favor, or they are denied an employee reward for not following a requested sexual favor. Any type of quid pro quo request constitutes sexual harassment at work and is strictly prohibited by law.
A victim of a hostile work environment is someone who has systematically been made to feel intimidated by threatening or inappropriate behavior from another employee or supervisor. Things like sexual innuendos, derogatory remarks about gender, unwelcome sexual advances or nonconsensual touching are all examples of sexually-harassing behaviors that can create a hostile work environment for an employee, and are all strictly prohibited by law.
If you are the victim of sexual harassment then you might be eligible to:
- Initiate cease and desist orders against the person who is sexually harassing you
- Be privy to compensation for any days missed from work
- Collect compensatory damages
- Be rehired, reinstated, or even promoted
What to do if you have been the victim of sexual harassment
If you are a victim of sexual harassment, it is imperative that you alert either a supervisor, your employer, or the human resources department at your workplace to the inappropriate behavior. If you want to prove that you have been the victim of sexual harassment in Connecticut, you have to show that you made your employer or supervisor, or even the employee who is sexually harassing you, aware that their behavior is inappropriate.
You should also file a claim with the Equal Opportunity Employment Commission. Another crucial thing to do is to find a Connecticut sexual harassment lawyer to help guide you through the complexity of filing a complaint for a sexual harassment suit. Since you will need to prove specific factors, a Connecticut sexual harassment attorney is the best way to both help prove your case and to make the harassment stop.
What will I need to prove my sexual harassment suit in Connecticut?
Under Connecticut sexual harassment law, you have to prove that the behaviors of another employee were pervasive and systemic. It can’t just be one email or correspondence; it must be a series of incidents that made your work environment hostile. To win your sexual harassment case, your Connecticut sexual harassment lawyer will have to provide concrete proof that either you were the victim of quid pro quo or a hostile work environment by providing documentation.
This means that keeping a paper trail, a journal, and voicing concerns to people outside of the person who is sexually harassing you, are all integral to proving your case. To protect your job, stop the inappropriate sexual behaviors from happening, and to receive compensatory damages, contact USAttorneys.com today to make sure that you are taking the right steps to get back to work in a healthier workplace environment.