A St Louis Employment Law Attorney represents employees and/or companies in discrimination and controversies in the workplace. Most labor lawyers charge an hourly rate for their services but in some cases they may charge a flat fee or work on a contingency basis. Some common issues handled by employment attorneys in St. Louis are wrongful termination, employee handbooks, sexual harassment, workplace discrimination, labor unions, and employee benefits.
Employment Law Attorney
Most of the individuals who are sexually harassed in the work place think that they are helpless. In such an instance, you shouldn’t be quiet and tolerate it. If you do, you will have to face many other issues in the future. On the other hand, you will be able to protect someone else at your workplace from going through a similar situation by acting accordingly.
One of the best steps that you can take after you are sexually harassed in the work place is to seek the assistance of an attorney. An attorney has the ability to help you in many different ways during such a situation. In fact, you would get a series of questions in your mind to be clarified. The attorney you select has the ability to help you clarify all those questions.
Why you should hire a St. Louis attorney if you are being sexually harassed in the work place?
When you approach an attorney soon after a sexual harassment at the work place, you will be provided with assistance in many different ways. First of all, the attorney would gather facts related to the incident and analyze whether it aligns with the definition of sexual harassment as per the law. Otherwise, there’s no point in proceeding with it, while considering the case as a sexual harassment. This would help you to save a considerable amount of time as well as money in the long run.
If it is a sexual harassment as per the law, the attorney would ask you on how to respond to the harasser. In addition, you will be taught about the steps that can be followed in order to provide enhanced protection to you against future harassment.
Once the case is identified, the attorney you select would deep dive into it and start investigations. This would be done along with the collaboration of your employer as well. Until the case is solved, your employer would not be able to create any negative impact on your employment. If you select an experienced attorney, your employer would also be monitored throughout. This will assist you to keep peace of mind while you are working on your day to day commitments at the workplace. You would never receive any pressure from the employer and you will be provided with the ability to engage with your work as before.
The attorney you hire would then start documenting all the information related to the harassment. It would include the discussions that were carried forward with the employer as well. If the harassment continues, you would be prepared accordingly, so that you can deal with the harasser. For example, you will be taught about the steps that you need to follow in order to report the future harassment cases to the employer. In addition, the responses given by your employer related to the complaint would be analyzed to serve justice to you. Therefore, it is a must to hire a reputed and a qualified attorney if you become a victim of sexual harassment at workplace.
U.S. Equal Employment Opportunity Commission
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
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