Chicago Sexual Discrimation Lawyer

by Lisa Kane on Nov. 11, 2016

Employment 

Summary: A manager could merely be basing his actions on subconscious biases or stereotypes, prompting a subtle and unintentional form of harassment while some managers could condition employment benefits based on sexual favors, prompting an intentional and significant form of harassment.

A manager could merely be basing his actions on subconscious biases or stereotypes, prompting a subtle and unintentional form of harassment while some managers could condition employment benefits based on sexual favors, prompting an intentional and significant form of harassment.

If you are an employee who has faced a situation similar to this, don't sit there and continue to ask yourself whether this is illegal. We will analyze your claim thoroughly and consider all kinds of harassment that may apply. No matter what kind of harassment the situation was, we will take our understanding of the law and prove your case to get you the compensation. We invite you to contact us today to seek more information or to schedule a free consultation for your case. We have an office that is conveniently located in Downtown Chicago to serve our local residents.

Harassment Due To Race Or Sex

It is not generally unlawful to experience run of the mill harassment based on conflict between two employees. Because of this, even if there it some kind of unfair treatment, unequal division of workload, name-calling or screaming, it is not necessarily illegal unless it can be proven that it is due to an illegal reason such as sex.

To prevail in this kind of case, plaintiffs need to prove that there is bias as a reason for engaging in the harassment. The best kind of proof for this case would be direct evidence, though circumstantial evidence can also play a factor to make the case, especially when there is plenty to go around.

For example, bias can be proven by behavior or by comments based on sex that have been made, such as sexual advancement, unwanted touching or vulgar comments. Bias can also be proven if employees are affected by disparate treatment, causing some to be treated more favorably than other employees.

The firm assists employees who are experiencing discrimination and retaliation for having reported sexual harassment, whether the harassment is due to sex, race, or age. 

The firm also assists women who have been victims of sexual harassment in the workplace whether the harassment is in the form of a hostile work environment or the employee has been subjected to physical sexual contact.

Contact Lisa Kane & Associates today for a confidential and free consultation.

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