Sexual harassment in the workplace is a direct violation of the Act of 1964, Title VII of the Civil Rights. It can be characterized by undesired sexual advances, unwarranted actions with sexual connotation or demands of sexual favors.

You may have cause for a Mesa  sexual harassment lawsuit if any of the following actions occur:

  •    An offensive or uncomfortable work environment was created.
  •    Your workflow was compromised
  •    Your employment was overtly affected by someone

There are a couple of workplace sexual harassment types, Quid Pro and Hostile environment. Quid pro involves a tangible financial loss. Quid Pro is characterized as when an employer or decision-maker promises benefits, such as a promotion, or threatens to terminate or demote an employee based on their refusal of sexual advances. Hostile Environment is an employee experience severe harassment due to the effects of employee misconduct in the workplace; this is considered hostile environment harassment.

Causes for Sexual Harassment Lawsuits

Sexual harassment can be any verbal, visual and physical unwanted sexual misconduct and can be a result of any of the following:

  •    Stalking
  •    Sexual bullying
  •    Inappropriate touching
  •    Sexual confiding

Any victim or harasser can be a man or women. Abuse can take part in the same gender as well. A harasser can be almost anyone, for the victims boss, to manager from the same department or of a separate department of the victim, an agent of the employer or, a co-worker on even an individual who is not employed by the same organization. Sexual harassment can be bullying, intimidation or coercion of a sexual nature or the unwelcome or inappropriate promise of rewards in return of sexual favors. It can take the form of not just act; it can be offensive remarks about someone’s sex. We already implied that it could be a man or women even the same gender.

Subsets of Sexual Harassment:

Gender Discrimination

Gender discrimination is pointed to a person because of their gender and is based on discriminatory comments.

Some examples of Gender Description are:

  •    Refusing to hire someone cause of their gender (like women not receiving a position because it is a man’s job)
  •    Asking employment candidates if they are married or planning on having children
  •    Claiming that a person is not fulfilling  “expected gender roles (Man need to be more masculine)

Sexual Orientation  Discrimination

-Sexual Orientation Discrimination is presented when someone is discriminated against because they have traits not typical or associated of their gender.


Retaliation can be common if an employee suffers an adverse action after he or she has made a report of sexual harassment.

There are examples of illegal negative actions against an employee :

  •    Suspension
  •    Unfavorable Job Re-Assignment
  •    Firing
  •    Denial of Promotion

You can check for more info at, or you can contact us on the phone Mesa, Arizona 85206-4677.

If you are having some of these problems at your workspace, please call us so we can proceed with legal case cause we want a safe work environment for everyone.

Sexual harassment at work is a severe violation and consider one of the most challenging charges an employer can face.

General information

These are some of the basic guidelines. Any employer who is faced with some harassment problem should consult with the attorney about the possible charges. If you need consultation, please click here.

Sexual harassment at work is defined as a form of sex discrimination by federal and Arizona laws. It’s an illegal act. Most employers today are much more aware of how to prevent this through coaching and other methods to emphasize that any type of sexual harassment is unacceptable.

General examples include:

  •    Unwelcome visual, verbal, written, or physical, sexual behavior
  •    Ignoring or not responding to employees complaints of sexual harassment
  •    Sexual-based jokes
  •    Discrimination against female employees from pregnancy or the imagined likelihood of pregnancy
  •    Sexual intimidation of any kind
  •    Inappropriate touching, kissing or hugging
  •    Direct requests for sexual favors
  •    Hanging offensive signs in cubicles or workrooms depicting pornography or containing obscenities
  •    Groping

Inappropriate behavior that is committed and tolerated by supervisors or co-workers leave targeted employees with a potential case, mainly if there is no prevention at the workplace. There are a variety of factors to determine if the case reaches court. The law protects private and public employees as well as employees of the labor organization. If the sexual harassment case resulted in a job loss, there might be an additional wrongful termination claim to pursue by your lawyer. We can evaluate your harassment claim, including investigation and workplace response. If you feel victimized or forced to work in a hostile environment consult with us Today!

What Constitutes Sexual Harassment in Arizona?

Any sexual favors (Including favor exchange) is considered harassment. Hiring, promotion or wage increase as a favor for sex trade are punishable by law. A hostile environment, defined by pornographic pictures, remarks or sexual jokes is also included. These actions violate Title VII of the Civil Rights Act of 1964, which is in effect for any company with 15 employees or more. You have 180 days from the harassment incident in which to file a complaint under Title VII.

Harassment can be committed by co-workers, company owners, supervisors, clients or vendors. It can involve men’s treatment of women, but also women can harras man or women too, or men to men.  Arizona law includes companies with fewer than 15 employees also.

What is considered non- sexual harassment!

Training in sexual harassment is highly recommendable. It will determine what is and what is not considered as sexual harassment.


  • Unwelcome touching would be a single act severe enough to constitute harassment.
  •  Repeated smaller offensive actions can also constitute sexual harassment severe enough to justify an official complaint. Minor teasing or causal one-time sexual references are not generally considered sexual harassment.
  • An action must be seriously offensive and repeated on the daily basis and must cause distress to an individual.