Sexual Harassment Attorney – Fighting for Your Right to a Safe Workplace

No one should endure sexual harassment at work.

Get experienced legal representation to hold your employer accountable and secure the justice you deserve.

Sexual Harassment

Sexual harassment in the workplace is not only morally wrong—it’s illegal.

If you’re experiencing unwelcome sexual advances, inappropriate comments, or a hostile work environment, you have the right to take legal action. Phil Flemming has extensive experience representing victims of workplace sexual harassment, helping them recover compensation and create safer work environments for everyone.

You deserve to work in an environment free from sexual harassment. When employers fail to protect you, we’re here to fight for your rights.

What Constitutes Sexual Harassment?

Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act. There are two main types of sexual harassment:

Quid Pro Quo Harassment

  • Supervisor demands sexual favors in exchange for job benefits
  • Threats of termination or demotion for refusing sexual advances
  • Promises of promotion, raises, or better assignments for sexual compliance
  • Making employment decisions based on submission to sexual conduct

Hostile Work Environment

  • Unwelcome sexual advances or requests for sexual favors
  • Sexually explicit comments, jokes, or innuendos
  • Display of sexually suggestive materials or images
  • Unwanted touching, groping, or physical contact
  • Sexual gestures or lewd behavior
  • Persistent requests for dates after being told “no”
  • Comments about your body, clothing, or sexual activities

Important: Harassment can occur between any combination of genders and doesn’t require the harasser to be your supervisor.

Common Examples of Sexual Harassment

Sexual harassment can take many forms, including:

  • Verbal Harassment – Sexual comments, jokes, propositions, or threats
  • Physical Harassment – Unwanted touching, blocking movement, or sexual assault
  • Visual Harassment – Displaying sexual images, gestures, or written materials
  • Digital Harassment – Inappropriate emails, texts, or social media messages
  • Quid Pro Quo – Trading job benefits for sexual favors
  • Third-Party Harassment – Harassment by customers, clients, or vendors

Who Can Be Held Liable?

  • Direct Harassers The individuals committing harassment
  • Supervisors Those in positions of authority who engage in or allow harassment
  • Employers Companies that fail to prevent or address harassment
  • Co-workers Colleagues who participate in creating a hostile environment

Your Rights Under the Law

Federal Protections

  • Title VII Prohibits sexual harassment in workplaces with 15+ employees
  • Equal Protection Constitutional protections for government employees
  • State Laws Additional protections that may apply to smaller employers

Employer Obligations

Your employer has a legal duty to:

  • Maintain a workplace free from sexual harassment
  • Investigate complaints promptly and thoroughly
  • Take immediate corrective action when harassment occurs
  • Protect employees from retaliation for reporting harassment
  • Provide adequate training and clear policies

What Damages Can You Recover?

Victims of sexual harassment may be entitled to:

Economic Damages

  • Lost Wages Back pay and future earnings lost due to harassment
  • Lost Benefits Health insurance, retirement contributions, bonuses
  • Medical Expenses Therapy, counseling, and treatment costs
  • Job Search Costs Expenses related to finding new employment

Non-Economic Damages

  • Emotional Distress Pain, suffering, anxiety, and depression
  • Humiliation Damage to reputation and personal dignity
  • Loss of Enjoyment Impact on personal and professional relationships

Punitive Damages

  • Additional compensation to punish particularly egregious conduct
  • Designed to deter future harassment by the employer

Equitable Relief

  • Reinstatement Getting your job back if you were forced to quit
  • Policy Changes Requiring improved harassment prevention measures
  • Training Requirements Mandating company-wide harassment training

Steps to Take If You’re Being Harassed

Document Everything

  • Keep detailed records of each incident (date, time, location, witnesses)
  • Save evidence Emails, texts, voicemails, photos
  • Report to HR Follow your company’s complaint procedures
  • Keep copies of all communications and reports

Seek Support

  • Tell trusted colleagues who can serve as witnesses
  • Contact employee assistance programs if available
  • Seek counseling to address emotional impacts
  • Consult an attorney to understand your legal rights

Know Your Deadlines

  • EEOC complaints must be filed within 180-300 days
  • State agency deadlines may be different
  • Don’t wait evidence can disappear and memories fade

How We Handle Sexual Harassment Cases

Confidential Consultation

We provide a safe, judgment-free environment to discuss your situation and explore your legal options.

Thorough Investigation

We gather evidence, interview witnesses, and build a comprehensive case to support your claims.

Strategic Legal Approach

Every case requires a customized strategy based on the specific facts and applicable laws.

Aggressive Advocacy

We fight tirelessly through negotiation, mediation, or trial to achieve the best possible outcome.

Why Choose Phil Flemming for Your Sexual Harassment Case?

Sensitive Handling

We understand the emotional difficulty of sexual harassment cases and provide compassionate, respectful representation.

Proven Experience

Phil has successfully represented numerous sexual harassment victims, securing significant settlements and verdicts.

Comprehensive Knowledge

Deep understanding of federal and state sexual harassment laws and evolving legal standards.

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Retaliation Protection

It’s illegal for your employer to retaliate against you for:

  • Filing a sexual harassment complaint
  • Participating in an investigation
  • Testifying in a harassment case
  • Opposing discriminatory practices

Common forms of retaliation include:

  • Termination or demotion
  • Reduced hours or pay
  • Negative performance reviews
  • Hostile treatment from supervisors
  • Exclusion from meetings or opportunities

If you experience retaliation, you may have additional legal claims.

Frequently Asked Questions

Your employer can still be held liable if they knew or should have known about the harassment and failed to take appropriate action.

While it’s generally advisable to follow company procedures, you’re not required to exhaust internal remedies before filing legal claims.

Many harassment cases rely on the victim’s testimony. Documentation, patterns of behavior, and circumstantial evidence can support your case.

No. Retaliation for reporting harassment is illegal and can result in additional legal claims and damages.

Take Action Today

Sexual harassment won’t stop on its own. You have the power to fight back.

Don’t suffer in silence or let fear prevent you from seeking justice. The law provides powerful remedies for sexual harassment victims, and we’re here to help you navigate the legal process with dignity and strength.

Give Us a Call – No Obligation

  • Safe environment to discuss your situation
  • Clear explanation of your legal rights
  • Assessment of potential claims and damages
  • No pressure we’ll respect whatever decision you make
Call: 480-261-1092
Consultation

Ready to Take Back Control of Your Workplace?

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Office Hours:

Monday – Friday: 9:00 AM – 5:00 PM
Saturday: By Appointment
Sunday: Closed

Emergency Contact

For urgent matters, call our main number and follow the prompts for after-hours assistance.

You deserve to work without fear of sexual harassment. Contact The Flemming Law Firm today and let us help you reclaim your right to a safe, respectful workplace.

This page provides general information about sexual harassment law and should not be considered legal advice. Every case is unique and requires individual evaluation. Contact our office for a confidential consultation about your specific situation.