Unlawful Workplace Sexual Harassment
Sexual Harassment Lawyers Representing Employees Across Massachusetts in Workplace Sexual Harassment Claims
On average, Americans spend one third of their adult life at work. In fact, the only thing people may do more than work is sleep. As a result, the health and safety of your workplace is of utmost importance. When work is good, you’re good. When work is bad, you’re probably bad.
Thankfully, Massachusetts has strong laws that prohibit a variety of harassing and hostile behavior in the workplace, including sexual harassment. Steffans Legal’s employment lawyers have over 20 years of combined experience handling sexual harassment cases for employees all across Massachusetts and have recovered multiple millions of dollars for those suffering from unlawful workplace sexual harassment. If you’d like to learn more, read below or click any of the “Contact Us” buttons on this page to submit your information for a free and confidential consultation.
What is Considered Unlawful workplace Sexual Harassment under Massachusetts law?
In Massachusetts, there are two types of unlawful sexual harassment. First, there is a type of sexual harassment that creates a hostile work environment. Second, there is something called quid pro quo workplace sexual harassment. Both types of sexual harassment are unlawful under Massachusetts workplace laws (M.G.L. c. 151B, § 4(16A)).
What is considered a hostile work environment under Massachusetts law?
A hostile work environment, in the sexual harassment context, is something defined as severe or pervasive conduct (of a sexual nature) that interferes with your ability to do your job. If you are being subjected to any of the following types of behavior at work, that are sexual in nature, you may be suffering from an illegal hostile work environment: comments, stories, gossip, jokes, images, videos, touching, leering, gestures, requests for sex, innuendos, etc.
There are other types of unlawful hostile work environments. Read more about those here.
What is quid pro quo sexual harassment under Massachusetts law?
Quid pro quo sexual harassment is where a supervisor conditions some sort of benefit on an employee for participating in sexual behavior, including inappropriate banter or conduct. Quid pro quo translates to “this for that,” which is exactly what quid pro quo sexual harassment is: if you do this, I will give you that. For example, if your boss/supervisor is promising you some sort of benefit (e.g. raise, promotion, continued employment, etc.) if you do something sexual (even if that something is just tolerating crude discussions) then you may be suffering from unlawful quid pro quo sexual harassment.
What to do if you are being sexually harassed at work?
If you believe you are being sexually harassed at work, you should tell a person responsible for handling workplace complaints such as a member of the HR department, a manager/supervisor, or an owner. It may be the case that you have to involve an attorney. That tends to happen either because you are not comfortable reporting the conduct, or you have reported the sexual harassment and your employer has failed to adequately address the harassment. In these instances, reach out to an employment attorney for guidance. Click below to contact us today for a free and confidential consultation.
Does my Massachusetts employer have to investigate complaints of sexual harassment?
Your employer has a duty to investigate reports of workplace sexual harassment. Also, your employer must take prompt and adequate remedial measures in repose to complaints of sexual harassment. If they don’t, you should contact an employment attorney. Speak with a Massachusetts employment lawyer about workplace sexual harassment.
Is it illegal in Massachusetts to retaliate against an employee for reporting workplace sexual harassment?
Yes, under Massachusetts law it is unlawful for an employer to retaliate against employees for reporting sexual harassment they experience at work.
What proof do I need to sue for workplace sexual harassment in massachusetts?
You don’t need much proof to sue in Massachusetts for sexual harassment. In fact, you can sue for sexual harassment in Massachusetts based on your testimony alone: you don’t need documents or other witnesses to corroborate. Having said that, your case will likely be more successful if you have documents to support your claim (e.g., written complaints, text messages, emails, etc.) or the testimony of other people (e.g. co-workers etc.) to support your allegations.
What damages can I recover if I prove a sexual harassment or retaliation claim in massachusetts?
Under Massachusetts law, employees who succeed in a sexual harassment claim are entitled to seek emotional distress damages, lost wages, compensatory damages, punitive damages, attorneys’ fees, interest, and costs.
How much does a sexual harassment attorney cost?
Our sexual harassment attorneys cost you nothing unless you successfully recover money from your employer because we almost always work on a contingent fee basis, meaning we only get paid if you do. That’s an absolute for us, even if we take your case and recover nothing.
Are you a victim of workplace sexual harassment? Are you a victim of unlawful retaliation for reporting sexual harassment? Contact a Massachusetts sexual harassment attorney today for a free and confidential consultation.
Steffans Legal’s Recent Sexual Harassment Cases
Our Massachusetts employment attorneys have over 20 years of combined experience representing victims of workplace sexual harassment. Below are just a few representative cases.
Steffans Legal was retained by a Worcester based grocery store employee to represent her in a sexual harassment claim against her employer. In this case, our client was subjected to sexually harassing comments from a supervisor. Including references to sexual assaults and comments such as “show me the goods.” Learn more here.
Represented a Berkshire County based dental assistant in sexual harassment and retaliation claims filed at the Massachusetts Commission Against Discrimination. In this case we alleged that the employee was subjected to unlawful workplace sexual harassment and eventually terminated after she tried to stop the employer from sexually harassing staff.
Steffans Legal represented a Worcester County based server in claims that she was subjected to a hostile work environment as a result of sexual harassment from her colleagues. She was forced to resign after she reported the sexual harassment to HR and a supervisor and the harassment continued. Learn more here.
Represented a Worcester based IT professional in claims filed at the Massachusetts Commission Against Discrimination resulting in a probable cause finding. In this case we alleged our male client was unlawfully terminated in retaliation for reporting sexual harassment of his female colleagues.
Employment lawyer Benjamin Steffans represented a national grocery-store-chain employee in a sexual harassment case. Our Cape Cod based client was sexually harassed on a near daily basis despite repeatedly reporting the harassment to management and HR. Some of the sexual harassment she endured from another female colleague included requests for her phone number, requests to go out on dates, being bought unwanted gifts, comments on her looks, and being propositioned for sex. Our client reported the sexual harassment to managers and HR and asked to not be scheduled to work with the harasser. Eventually our client was terminated for absences related to being scheduled to work with her harasser.
Employment attorney Benjamin Steffans represented a service employee in claims of sexual harassment and of unlawful retaliation after our client complained about sexual harassment. The claim was filed at the Massachusetts Commission Against Discrimination in Worcester and resulted in a finding of probable cause.
Steffans Legal represented a Berkshire County medical professional in a sexual harassment claim. Our client was subjected to unwanted touching and sexual comments.
Steffans Legal represented a food service worker in a sexual harassment claim that involved unwanted touching and comments by a co-worker as well as an employer’s failure to remedy the harassment.
Steffans Legal represented a municipal employee in claims of sexual harassment. Our client was sexually harassed by a supervisor and her complaints were not addressed by her managers. A complaint was filed at the Massachusetts Commission Against Discrimination (MCAD) in Springfield and the matter was resolved shortly after the MCAD issued a probable cause finding.