Real Advocacy For Sexual Harassment Victims

Statistically, women are the most common victims of sexual harassment in the workplace. However, such harassment is certainly not limited to female employees. Individuals of both genders and sexual orientations may become victims.

At Hollingshead & Dudley, we are vigorous advocates on behalf of employees across Missouri who have been the victims of sexual harassment, gender discrimination and similar workplace wrongs. In one case, we won $7.5 million for a police officer who filed a sexual harassment complaint and was later retaliated against by the St. Louis Metropolitan Police Department.

Our attorneys and staff are highly discreet. We understand that these are often very sensitive cases. That's why we work hard to preserve confidentiality whenever possible. Your employer will never know you consulted us unless you choose to proceed with a claim.

What You Need To Do First

If you are being sexually harassed by a co-worker, you should report it to your supervisor or your Human Resources Department. State law requires that you inform your company of ongoing harassment before filing a claim. (There is an exception for cases where an employer has a demonstrated history of not addressing sexual harassment allegations or you were being harassed by a supervisor).

You can also file a claim directly if your supervisor makes an outright demand for sex as a condition of employment (this is known as "quid pro quo"). In Missouri, if your boss is sexually harassing you, the wrongdoing is automatically imputed to the company. In other words, the company can't claim that it didn't know about the harassment and, therefore, is not responsible for the supervisor's harassment. In short, if the harasser is a supervisor, the company is liable no matter what.

If you have already reported the harassment and were retaliated against by the company, get our skilled lawyers on your side right away. We will stand up for you.

Putting A Stop To Pregnancy Discrimination

Under Missouri and federal law, pregnancy discrimination is considered exactly the same as gender discrimination (and in complicated pregnancies, could also be disability discrimination).

Employers are not allowed to discriminate against you based on your current pregnancy or your future plans to start a family. Among other things, this means your boss isn't allowed to fire you once you announce your pregnancy. Likewise, prospective employers aren't allowed to ask you during the job interview whether you plan to have children or not.

The law also says that a high-risk pregnancy can be considered a disability, and employers are not allowed to discriminate against employees with disabling conditions. If your doctor ordered you on bed rest for the last trimester of your pregnancy, for instance, your company has to look for a reasonable accommodation for you. Such an accommodation may consist of a chair so you can sit down at the cash register, for example, or allowing you to work six-hour shifts instead of eight-hour shifts.

Protections For LGBT Employees

Workers are not protected from sexual orientation discrimination at the federal or state level. In Missouri, the cities of Columbia, Kansas City and St. Louis have passed local ordinances extending employment protections to LGBT employees. A similar measure was recently passed in St. Louis County, offering protection to LGBT employees of businesses in unincorporated areas of the county.

Additionally, at least for the time being, Title VII protects LGBT employees from discrimination in the workplace as a sub-component of gender discrimination.

Contact Us Today

Don't hesitate to arrange an contact us today with the lawyers of Hollingshead & Dudley by calling 314-474-7798. You can also reach our St. Louis and Kansas City offices by email.

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