If you are the victim of sexual harassment at the workplace, you have the right to file a sexual harassment lawsuit against your employer for damages. The Dayton sexual harassment attorneys at Coffman Legal, LLC have helped countless victims of sexual harassment recover damages relating to lost pay, punitive damages, medical expenses, and more.

Examples of Sexual Harassment

If an employer, manager, or coworker engages in any of the following, the employer can be held liable for sexual harassment or creating a hostile work environemnt:

  • Sexual assault;
  • Unwanted touching or groping;
  • Sexual advances;
  • Sharing sexual images or other content;
  • Sending suggestive emails, notes, comments, or texts;
  • Telling inappropriate jokes;
  • Using inappropriate nicknames;
  • Asking the employee about their sexual preferences;
  • Repeated requests for a date;
  • Making inappropriate or offensive comments about an employee’s sexual orientation;
  • Making inappropriate comments about an employee’s appearance; and
  • Quid pro quo sexual harassment (offering a promotion or other benefit for a sexual favor).

Sexual Harassment In the Workplace

According to data collected by the Equal Employment Opportunity Commission (EEOC), 83.5 percent of sexual harassment employment claims are filed by women, according to American Progress. But that does not mean that men are never the victims. Members of the LGBTQ population are at particular risk of discrimination and harassment within the workplace.

Types of Damages Sexually Harassed Employees Can Sue For

Compensatory Damages—These damages have a calculable loss, such as the following:

  • Loss of wages, bonuses, and commission;
  • Lost benefits, including lost health insurance coverage, retirement benefits, PTO, and profit sharing; and
  • Medical expenses caused by the sexual harassment, including psychological counseling.

Punitive Damages—These damages do not have a specific calculable cost, as opposed to compensatory damages, and are meant to serve as a punishment for the employer.

Back Pay—The amount of wages the employee lost due to being fired as a result of harassment.

Front Pay—Compensation for the time between settling the claim, or winning the lawsuit verdict, and being reinstated at their job. If reinstatement at the same job is not possible due to a toxic workplace environment, for example, front pay is calculated based on potential future earnings.

Maximum Compensatory and Punitive Damage Caps

Federal law limits the amount of compensatory and punitive damages an employee can sue for in a sexual harassment claim. The following compensation caps apply to all types of discrimination and harassment, including sexual harassment:

  • Employers with 15-100 employees—$50,000.
  • Employers with 101-200 employees—$100,000.
  • Employers with 201-500 employees—$200,000.
  • Employers with more than 500 employees—$300,000.

Call a Dayton Sexual Harassment Attorney

Sexual harassment at the workplace creates an inhospitable environment for the victim, and not only affects their emotional, psychological, and physical well-being, but their ability to perform their job and earn a living. Victims of sexual harassment act work often fear coming forward, warry that their employer will retaliate. If you have been sexually harassed or believe you might have been, do not hesitate to contact the Dayton sexual harassment attorneys at Coffman Legal, LLC. Call us today at 614-949-1181 to schedule a free consultation.

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