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Sexual Harassment Attorneys Washington DC

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Lesley Pate Marlin
(202) 344-8033
575 7th St Nw
Washington, DC
Specialties
Employment, Sexual Harassment, Litigation
State Licensing
DC

Bryan A Chapman
601 PENNSYLVANIA AVE NW
WASHINGTON, DC
Specialties
Employment, Discrimination, Sexual Harassment, Discrimination
Education
University of Wisconsin Law School,Dartmouth College
State Licensing
DC

Ellen M Dwyer
(202) 624-2574
1001 Pennsylvania Ave Nw
Washington, DC
Specialties
Employment, Class Action, Sexual Harassment
State Licensing
DC

Cynthia A Duffe
1101 14TH ST NW
WASHINGTON, DC
Specialties
Discrimination, Sexual Harassment, Employment
Education
Saint Louis University School of Law,University of St. Louis - Missouri,University of St. Louis - Mi
State Licensing
DC

Dennis Chong
1101 14TH ST NW
WASHINGTON, DC
 
Thomas A Key
(202) 737-6500
641 Indiana Avenue Nw
Washington, DC
Specialties
DUI, Sexual Harassment, Criminal Defense, Violent Crime
State Licensing
DC, Maryland

Caryn G Pass
(202) 344-8039
575 7th Street Nw
Washington, DC
Specialties
Employment, Wrongful Termination, Sexual Harassment
State Licensing
DC

Maura Dundon
(202) 299-1140
1718 Connecticut Avenue Nw, 6th Floor
Washington, DC
 
Elbert L Maxwell II
(202) 587-2725
1629 K ST NW STE 300
WASHINGTON, DC
Specialties
Entertainment, Discrimination, Sexual Harassment, Wrongful Termination, Corporate, Arbitration, Litigation, Social Security
Education
University of Akron,University of Pittsburgh
State Licensing
DC

Anne Spielberg
(202) 328-3500
Harmon Curran Et Al, 1726 M St Nw Ste 600
Washington, DC
 

Dealing with Harassment at the Workplace | Gradspot.com

By Julie Fishman

Remember the elementary school bully who gave atomic wedgies to the geometry club? Or the middle school smart aleck who renamed Becky McFadden Becky McFattend? How about the high school Romeo who spit lines like, “There are 265 bones in the human body. How’d you like one more?” Well, these a-holes are now adults, and if their adolescent antics have carried over into the working world, they could be considered instances of harassment.

Being the lowest but youngest (and therefore most attractive) members of the totem pole, recent grads are both the most likely to be the victims of harassment and the least likely to feel comfortable reporting it. Technically, harassment at work occurs when any unwelcome comments or conduct based on sex, religion, or other legally guarded characteristics interferes with an employee’s performance or creates a hostile, intimidating, or uncomfortable work environment. Employees are protected under Title VII of The Civil Rights Act of 1964, but behavior must be severe, pervasive, or result in a change in status (demotion, firing, failure to promote, etc.) to be considered harassment. So how do you gauge when innocuous hazing is actually illegal harassment?

A Thin Grey Line

Harassment can be hazier than LA on a hot summer day. It is often hard to tell when something is innocent and when it is inappropriate. Ass slap at the company softball game: probably okay. Ass slap in the boss’s office: probably not okay. Harassment comes in many varieties, the most prevalent being sexual, racial, and emotional. All three involve unwanted verbal, visual, or physical conduct of an offensive nature aimed at a person’s gender, ethnicity, or personal integrity. Examples range from innuendos to sexual invitations, epithets to assaults, and demeaning to demoting. Minor offenses, such as jokes, gestures, or emails are not legally considered harassment unless they are recurring or very severe. It may be best to simply tell the perpetrator that the action is unacceptable. If a minor offense reoccurs, it becomes a major offense and moves to the realm of harassment. Serious transgressions, such as a boss giving a “sex or sayonara” ultimatum or threats to a person’s well-being should be dealt with immediately.

Dealing with the Dilemma Internally

Workplace harassment is common but often not reported because the victim blames him or herself, is ashamed, or thinks the results will outweigh the complaint. It is important not to let a problem fester. If the objective is simply to stop a low-level offense, such as being referred to as McDreamy, simply tell the person that the behavior is not appreciated. If face-to-face confrontation is too intimidating, write a letter outlining what the disturbing conduct is, why it is bothersome, and how it can be resolved. Keep a copy in case the situation persists and a more formal complaint must be made. Use those college-note-taking skills to record date, ...

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