Robert A. Klingler

Robert A. Klingler Co., L.P.A. Logo

(513) 665-9500

Mobile

  • Home
  • About Us
    • How We Handle Cases
    • Fee Arrangements
    • Representative Cases
    • What Clients Say About Us
  • Our Team
    • Robert A. Klingler
  • Practice Areas
    • Employment Law
      • FMLA
      • Sexual Harassment
      • Wrongful Termination
      • Workplace Discrimination
        • Age Discrimination
        • Disability Discrimination
        • Pregnancy Discrimination
        • Sexual Discrimination
        • Race Discrimination
      • Class Actions
      • Wage, Hour, and Overtime Law
      • Non-Compete & Severance Agreements
      • Executive Employment Contracts
      • Employment Mediation
    • Whistleblower Law
    • Business Litigation
      • Alternative Dispute Resolution
    • Personal Injury
      • Motor Vehicle Accidents
      • Product Liability
      • Premises Liability
      • Nursing Home Abuse in Ohio
  • FAQ
    • FAQ Video Library
  • Resources
    • Blog
    • Wrongful Termination Checklist
  • Contact
  • For Lawyers
CONTACT US
CALL US

How do I know if something is sexual harassment?

Sexual harassment is defined as unwanted sexual advances or requests for sexual favors. If these actions make you uncomfortable, if you have not welcomed or invited them, and if they’re based on sex in one way or another, they may be sexual harassment. If, for example, a coworker or a boss continually asks you out for a date and you decline, it could be sexual harassment if he or she doesn’t stop asking after you have asked them to stop.

Another form of sexual harassment is called a hostile work environment. It does not necessarily involve requests for a relationship or sexual favors, but simply inappropriate comments, jokes, pictures, or touching, or perhaps anything else of a sexual nature that makes it more difficult for you to do your work and that you find disturbing. For example, a hostile work environment could consist of repeated sexual comments to you or jokes to you of a sexual nature you find offensive and do not welcome or participate in.

Sexual harassment can be same‑sex or opposite‑sex.

The bottom line, in any case, is that sexual harassment includes requests for sexual favors or relationships, unwelcome comments, or advances of an offensive nature that are based on sex. These behaviors must be based on sex and must be unwelcome and uninvited by you in order for it to be sexual harassment.

Sexual harassment also must be severe and pervasive enough that it actually interferes with your ability to perform your job in one way or another.

This doesn’t mean it makes you unable to do your work, but it means that the harassment creates distractions disabling you from doing your work effectively. Sexual harassment behaviors may make you reluctant to go to work and may make you want to avoid certain co-workers.

One off‑colored joke does not constitute sexual harassment. It’s just not severe and pervasive enough. However, repeated off‑colored jokes, especially after you make it clear you’re not interested, could.

Certainly one or two unwanted touches, depending on what kind of touch it is, could be severe enough to constitute sexual harassment in and of itself. Anything you perceive to be unwelcome and of a sexual nature, you should make it clear to the person who’s doing it that it’s unwelcome and you want them to stop.

Contact Us Today

Related Resources

  • Do I have a sexual harassment case?
  • Do I have a hostile environment case?
  • What should I do if I’m being harassed at work?
  • If I’m being harassed should I quit my job?
  • Do I have to file a complaint with my employer or my HR department first before I can sue for sexual harassment?
  • Can I sue for sexual harassment if there were no witnesses?

Request a Meeting with an Attorney
  • This field is for validation purposes and should be left unchanged.
By submitting this request, you agree to our Terms and Conditions.
Sexual Harassment FMLA Wrongful termination Discrimination Disability Discrimination Sexual Discrimination Race Discrimination Age Discrimination NON-COMPETE and
SEVERANCE AGREEMENTS
EXECUTIVE EMPLOYMENT CONTRACTS WAGE, HOUR, AND
OVERTIME LAW
CLASS ACTIONS Whistleblower Laws Business Litigation Motor Vehicle Accidents Personal Injury Defective Product Injury Unsafe Property Accidents

FAQs

There’s No Paper Trail – Do I Have a Case?

While sexual discrimination may be hard to prove, it is also hard to hide.

Should I Contact the EEOC?

As soon as you believe you have been denied employment, a promotion, or are the target of harassment due to gender discrimination on the job, consult an attorney before contacting the Equal Employment Opportunity Commission (EEOC).

Read More FAQs

Our Book

Have you or someone you know been fired, harassed, discriminated against, or in some other way mistreated by an employer? Are you wondering what to do next? What are your rights? What can your employer do, and what can't it do? More important, what can you do about the situation? You may have already talked with your boss, supervisor, or your HR (human resources) department and maybe you're satisfied with the answers you got. If you're considering hiring a lawyer, click the link below to read Robert A. Klingler Co., L.P.A.'s book How to Choose an Employment Lawyer.

Read The Book

cards
Robert A. Klingler Co., L.P.A.
525 Vine Street, Suite 2320
Cincinnati, OH 45202
(513) 665-9500
  • Home
  • About Us
  • Attorneys
  • Frequently Asked Questions
  • Resources
  • Contact
  • Disclaimer
  • Privacy Policy
  • Home
  • About Us
    ▼
    • How We Handle Cases
    • Fee Arrangements
    • Representative Cases
    • What Clients Say About Us
  • Our Team
    ▼
    • Robert A. Klingler
  • Practice Areas
    ▼
    • Employment Law
    • Whistleblower Law
    • Business Litigation
    • Personal Injury
  • FAQ
    ▼
    • FAQ Video Library
  • Resources
    ▼
    • Blog
    • Wrongful Termination Checklist
  • Contact
  • For Lawyers