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How To Prove Sexual Harassment

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Recognize The elements You'll Need To Prove In A Sexual Harassment Case

To file a claim against your employer or others for sexual harassment, you must first ensure that your case is viable. There are certain criteria that your lawsuit should fulfill to assure its viability in court.

To begin, you must establish that the abuse was motivated by your sex. The behavior must have been due to your gender and should not have been welcome. Would the activity have occurred if it were not for being a female (or male)? If gender is a factor in harassment, sexual harassment is the appropriate term.

The second component of a case is that the conduct was widespread or severe enough to disrupt the victim’s daily life. The behavior should have had an impact on and altered the victim’s working circumstances. For example, if an employee couldn’t leave her workplace without being catcalled, it might have had an impact on her workday that amounted to a hostile work environment.

The third and last step is to demonstrate that the conduct was not acceptable. Anyone interested in making a case should aim to show that the behavior wasn’t welcome. Have a discussion with the individual and request that he or she stop. Make contact with the human resources department. Make it clear to coworkers that this behavior is not acceptable. Send emails or make paper trails, as necessary. These steps will assist you in building your case.

What Should You Expect If You Decide To File A Lawsuit?


You should anticipate having to provide proof in support of your claims if you file a lawsuit. Your lawyer should discuss with you the types of evidence you’ll need and whether any of it will be beneficial or detrimental to your case.

If you work for a company with more than 15 employees, it’s a good idea to file a charge with the Equal Employment Opportunity Commission (EEOC), and to have filed previous complaints about unacceptable conduct in your workplace, if one exists.

Sexual harassment has no place in any workplace. You have the right to stand up against this discrimination and hold your employer accountable if they don’t stop and prevent it when it occurs.

We at Sexual Harassment Lawyers of Pasadena are here to assist sexual harassment victims. From Pasadena, California, we represent clients in sexual harassment cases. If you’ve been a victim of sexual harassment, call (888) 997-2148 right now for a free consultation with an experienced legal representative.

The Time to Act is Now 

Act now for a free consultation from our top-rated legal  team to discuss any rights or compensation that you may be entitled.

We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 299-1998

What Types Of Evidence Are Used In Sexual Harassment Cases?


Whether you have a quid pro quo or a hostile work environment claim, there are two primary sorts of evidence available to support your case and refute the version of events given by your employer or supervisor.

  • Direct Evidence Of Sexual Harassment

The most basic method of demonstrating sexual harassment is through direct evidence. Direct evidence is information that goes to directly support an aspect of your claim. A statement by your supervisor that he will fire you if you do not accept a sexual act, for example, is direct evidence of quid pro quo harassment. Similarly, emails containing sexually explicit humor sent to you by your employer might be considered proof of a hostile working environment. Even if your statements in support of your claim were made only verbally, they may be used to back up your case.

  • Circumstantial Evidence Of Sexual Harassment

Occasionally, harassment isn’t as apparent as the ones mentioned above. Instead, an inference may be drawn from the circumstances surrounding the employee and the harasser regarding an aspect of the harassment. The evidence of the employee’s conduct was unwelcome and/or unprofessional, even though it did not occur in the workplace, is known as circumstantial evidence. While proving a sexual harassment claim partly based on circumstantial evidence may be more difficult, it can still help. Consider the scenario in which a supervisor proffers their employee an opportunity to engage in sexual activity, but does not make an explicit threat to fire them if they refuse. Nonetheless, the employee refused to participate in the sexual act and was subsequently let go. The proximity of the firing to the supervisor’s proposition may be circumstantial evidence of a connection between the proposal and the employee’s termination. Another type of circumstantial evidence that might assist support the employee’s claim is evidence that similar others were treated in the past by the same supervisor. The more circumstantial evidence there is to connect the proposition with the firing, the stronger the employee’s case will be.

The Time to Act is Now 

Act now for a free consultation from our top-rated legal  team to discuss any rights or compensation that you may be entitled.

We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 299-1998

How Will Different Versions Of Events Be Resolved?


What happens if your version of events differs from your harasser’s account? Before we get into it, you should be aware that simply because your supervisor tells a different story, this does not imply that your testimony will not be considered by a court. The testimony of the complainant, as the alleged victim of sexual harassment, is frequently a crucial element in your case. The goal of courts and administrative bodies like the Equal Employment Opportunity Commission in adjudicating claims is to assess competing versions of events. The more you can offer in support of your position using other evidence, the more likely you are to win your case.

What Can I Do To Support My Sexual Harassment Case?


Many people do not realize that the evidence presented in your claim can come from a variety of sources, including statements by witnesses and other victims, emails and other documentation of the abuse. Because such evidence is not always accessible, it may be useful if you document your encounter as you go through it. Keep track of all conversations and interactions you’ve had with your harasser and management. Your employer will almost certainly have a reporting mechanism in place for sexual harassment victims, which we also urge you to utilize. This will allow you to keep track of your situation in another way. Your documentation can be crucial in defending your case if there is a dispute about what occurred between you and your harasser or employer.

Finally, please contact Sexual Harassment Lawyers of Pasadena if you believe you have a sexual harassment claim. We can discuss the merits of your case and suggest future steps for you. We provide free preliminary consultations for sexual harassment claims on a contingency fee basis, so you won’t be responsible for paying us unless we win your case.

Contact Sexual Harassment Lawyers of Pasadena at (888) 299-1998 if you have been subjected to sexual harassment. Our sexual harassment lawyers handle all types of sexual harassment cases on a contingency basis. That means we do not get paid unless and until we obtain a settlement or verdict on your behalf.

Were you or someone you know a victim of sexual harassment?
We will fight so you can settle for more!

The Time to Act is Now 

Act now for a free consultation from our top-rated legal  team to discuss any rights or compensation that you may be entitled.

We will fight to get the maximum compensation owed to you for your injuries and losses.

Complete The Form Or Call – (888) 299-1998

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