How is sexual harassment defined in Minnesota?

According to the 2020 Minnesota Statue §363A.03, sexual harassment includes “unwelcome sexual advances, requests for sexual favors, sexually motivated physical or verbal contact, or communication of a sexual nature” when the behavior:

1. Is used as a condition for employment. An example would be if an employer made a sexual advance toward an applicant or intern who is seeking a job and uses their compliance as their basis for deciding if they give them a job.
2. Is used as a factor in decisions regarding an individual’s employment. An example might include an employer who threatens a worker with their job if they refuse to engage in sexual relations with them or refuses their sexual advances.
3. Effects or interferes with employment. An example would include an employer who demotes an employee or cuts their work hours because their sexual advances are being ignored or the employee reported them for their conduct.

What should an employee in Minnesota do if they are being sexually harassed at work?

If an employee in Minnesota is being sexually harassed by an employer, co-worker, customer, client, supervisor, or anyone else they are required to work around, there are a number of ways they can go about addressing the issue. Because many employees feel uncomfortable with calling a supervisor or manager out for their behavior or worry they are going to be retaliated against, they allow the misconduct to continue on until it reaches a point where it affects their personal and professional life.

Therefore, rather than allow someone to violate their rights, employees in Minnesota are encouraged to take one or more of the following steps to address a sexual harassment issue at work:

1. Report the employer to their human resources HR department. HR is generally responsible for handling issues stemming from things like sexual harassment and should be willing to help an employee get their issue resolved.
2. Report the employer to the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC is one government agency that may also be able to help address a sexual harassment issue when it involves an employer.
3. Hire a Minnesota sexual harassment attorney. Sometimes, after an employee has expressed their concerns to their management team or has taken their issue to the EEOC, they find the matter isn’t being addressed promptly or at all. Therefore, an employee is also given the option of contacting a sexual harassment lawyer in Minnesota for help.

A MN sexual harassment attorney is a legal professional who can explain what an individual’s rights are when they are a victim of harassment and can assist them with taking the appropriate action that will help them recognize their employer for their unjust behavior. If an individual works in Minneapolis, St. Paul, Rochester, or any other city in Minnesota and they would like to discuss their issue with an attorney, they contact USAttorneys.com.