 |
 |
 |
 |
 |
 |
 |
Sexual Harassment and Litigation
If your sexual harassment charge cannot be settled
during mediation, then the charge will be investigated
by the EEOC or KHRC. Most often, these agencies
dismiss the charge because they cannot find sufficient
evidence to substantiate the charge. This does not
mean that discrimination did not occur. It only
means that within the limited investigation that took
place, the investigator did not come up with enough
information that could prove the charge of
harassment. When this occurs, the EEOC or the
KHRC will dismiss the charge.
The EEOC also issues a so-called right to sue letter.
An employee must file a lawsuit within 90 days after
receiving a right to sue letter from the EEOC.
Remember: it is illegal for the employer to retaliate
against you for exercising your rights.
If your sexual harassment charge cannot be settled
during mediation, then the charge will be investigated
by the EEOC or KHRC. Most often, these agencies
dismiss the charge because they cannot find sufficient
evidence to substantiate the charge. This does not
mean that discrimination did not occur. It only
means that within the limited investigation that took
place, the investigator did not come up with enough
information that could prove the charge of
harassment. When this occurs, the EEOC or the
KHRC will dismiss the charge.
The EEOC also issues a so-called right to sue letter.
An employee must file a lawsuit within 90 days after
receiving a right to sue letter from the EEOC.
Remember: it is illegal for the employer to retaliate
against you for exercising your rights.
| A Kansas employment attorney representing Kansas employees in sexual harassment disputes |
Other issues:
Sexual harassment
and the charge
filing process, click
here.
Sexual harassment
and the mediation
process, click here.
Sexual harassment
and the charge
filing process, click
here.
Sexual harassment
and the mediation
process, click here.
RIGHTS UNDER FEDERAL LAW
Sexual harassment suits are brought under Title VII of the Civil Rights
Act of 1964. This law, along with the Civil Rights Act of 1991,
provides substantial remedies in the case of sexual harassment.
1. Compensation for lost wages if the employee was forced to leave.
2. Compensatory damages for emotional distress, embarrassment
and humiliation.
3. Sometimes, front pay for the loss of future income.
4. In rare cases, punitive damages to punish the employer.
5. Reinstatement to a job.
In addition, a successful sexual harassment plaintiff is entitled to have
her attorneys' fees paid by the defendant-employer.
Sexual harassment suits are brought under Title VII of the Civil Rights
Act of 1964. This law, along with the Civil Rights Act of 1991,
provides substantial remedies in the case of sexual harassment.
1. Compensation for lost wages if the employee was forced to leave.
2. Compensatory damages for emotional distress, embarrassment
and humiliation.
3. Sometimes, front pay for the loss of future income.
4. In rare cases, punitive damages to punish the employer.
5. Reinstatement to a job.
In addition, a successful sexual harassment plaintiff is entitled to have
her attorneys' fees paid by the defendant-employer.
|
|
|
|
|
|
|
| MICHAEL M. SHULTZ Kaup & Shultz, LC Johnson County and Lawrence, Kansas 913-385-9955 Phone 866-385-9955 Toll free e-mail us Working with clients throughout Kansas, including Johnson County and Sedgwick, Douglas and Shawnee Counties, including the cities of Kansas City, Kansas, Overland Park, Olathe, Wichita, Topeka, Lawrence, Salina, Manhattan and Emporia. The information in these pages is intended for Kansas employees who are interested in sexual harassment law. The information is intended for educational purposes only and is not intended to establish an attorney client relationship with any person. If you have an actual legal problem concerning sexual harassment, you should contact a competent Kansas employee rights attorney. |
| MICHAEL M. SHULTZ A Kansas Sexual Harassment Attorney for Kansas Employees |
913-385-9955 email us |