What to do if you're being sexually harassed

Marianne Cooper, a sociologist, writes that there is no "right" way of responding to sexual harassment even in the age of #MeToo. This is how you can make an informed decision on what to do.

Sexual harassment is something I am all too familiar with as a sociologist who studies gender and work. It affects almost 40% of women. Only 25% report it in writing. Those who do report it are more likely to face retaliation from their employers.

Even experts are not always clear on what advice to give to those who have experienced it. When deciding what to do with their lives, women often have to weigh their ability to pay the bills or their ability to advance in their careers against their desire to be treated with dignity, respect, and compassion.

This type of calculation should not be required, but Michael, an Orange County sexual harassment lawyer at a famous law firm, stated that no one should need to do it. These are the facts you need to know for decisions.

All things should be documented

Federal law makes two types of sexual harassment illegal. However, some behavior could still be a violation of your company's policy on sexual harassment if it has one.

These are quid pro quo harassment when your employment is dependent upon your fulfilling a sexual request ("If I go on a date, I'll give me more hours"), as well as hostile work environment harassment. This is unwanted behavior that disrupts or interferes with our work (unwanted touch, suggestive emails, or texts, sharing explicit images or videos, or unwelcome touching).

It doesn't matter what type of harassment you are facing; everything must be documented. You can write down the following details:

• Date, time, and place of harassment. What was said?
• Take screenshots or keep copies of all relevant emails, text messages, photos, or social media posts.
• Share the details with a friend, family member, or coworker. They may be able to provide support and possibly even corroborating statements if you require them.
• Keep track of your productivity and job performance. If possible, go through your personnel file or performance report to see if you have any. This will ensure that you have proof in case your performance is ever questioned.
• All documentation should be stored outside of your office and on your computer at work.
• Remember: Secretly recording harassment may provide valuable evidence. However, you should check the laws in your state before you do this. It is against the law in some states to record conversations without consent from both parties. the recordings are also prohibited by some company policies.

Evaluate the Situation

These are the questions to ask when you're trying to figure out how to respond to sexual harassment:

• What outcome do you desire? Some may wish to fire their harasser, while others might just like the harassment to end and for them to be able to move on to something better. What you do will depend on what result you get.
• What does your company do about sexual harassment? Does your company regularly declare that sexual harassment is against the law? This could indicate that the company will take your complaint seriously. You may not want to speak up if you work in an environment where you see bad behavior a lot. In workplaces that have a permissive culture, sexual harassment is more common. However, people who report such harassment are less satisfied with the outcome.
• What is your company policy? Learn everything you can about the company's policy on sexual harassment. You should be able to understand the policy, what employees can do if they witness or experience harassment, and how you can report it internally. You should carefully follow the guidelines if you decide to report.
• Are you a party tan an N.D.A. Do you have an N.D.A. These agreements are frequently used to intimidate women into silence.
• Which are your support sources? Take stock of all your support sources, as you can see the financial and emotional toll sexual harassment can have on you. Are there family members and friends that can help you? Are you able to make ends meet if your job is terminated? Think about the support that you receive at work. Are you able to have a productive working relationship with someone in a higher-ranking position? Are there coworkers who can back you up on what has happened?

Get involved

Remember that you are the expert in your situation. So trust your instincts. There are many options that you have.

• Keep going. Many women feel uncomfortable reporting harassment or are hesitant to do so. This is often due to legitimate concerns about retaliation or pushback. You should always keep track of everything, even if you decide not to bring it up.
• Tell the harasser that you are done. This can be done immediately or later. Make sure you are clear about what is bothering you. Sometimes, harassment can be stopped by confronting the harasser directly. Legally, it is also helpful to be able to tell the harasser you intend to end the harassment.
• Solidarity is key. Get to know others who might be being harassed or mistreated at work. Encourage one another to support each other and think about coming forward together. It's difficult to dismiss a pattern of harassment if several people testify to it.
• Talk to a professional Los Angeles sexual harassment attorney. Consultations can be confidential, and most organizations offer financial assistance. Contact the National Employment Lawyer's Association or Legal Aid at Work to find a lawyer.

Making a Claim

There are some things you should consider if you're ready to file a claim.

• If your company has, procedures, this shows that you have taken the necessary steps to inform your employer about the harassment. It may be worth writing out a detailed account about your harassment and sharing it with resources or other supervisors via email. This will act as a record of the date and time. This will ensure that you include all pertinent details and that your employer was informed about the harassment.
• You might consider speaking to a senior leader, or someone in human resources. You should consider speaking to someone in H.R. if your employer doesn't have a harassment policy or if you feel harassed by the person you are reporting to. You can also file a complaint with the Equal Employment Opportunity Commission if this is not possible. The feed is the agency responsible for enforcing civil rights laws that prohibit workplace discrimination is the E.E.O.C.
• Filing with E.E.O.C. You must first file an online complaint of discrimination against your employer before you can file a lawsuit for job discrimination against them. You must file this charge within 180 days of harassment. However, some states may have shorter timelines. After the E.E.O.C. has received your charge, it will be contacted by your employer. The commission will determine the next steps. Once the E.E.O.C. receives your charge they will contact your employer and determine the next steps. These could include mediation with your employer or an investigation.
• Publicizing. People decide to make their stories public by writing blogs like Susan Fowler (an ex-Uber engineer) or going to like media, such as Harvey Weinstein's accusers. There are some things you should consider. You need to make sure that you're not violating a confidentiality or nondisclosure agreement. Defamation lawsuits may be filed against you.

What to do if you're being sexually harassed

Marianne Cooper, a sociologist, writes that there is no "right" way of responding to sexual harassment even in the age of #MeToo. This is how you can make an informed decision on what to do.

Sexual harassment is something I am all too familiar with as a sociologist who studies gender and work. It affects almost 40% of women. Only 25% report it in writing. Those who do report it are more likely to face retaliation from their employers.

Even experts are not always clear on what advice to give to those who have experienced it. When deciding what to do with their lives, women often have to weigh their ability to pay the bills or their ability to advance in their careers against their desire to be treated with dignity, respect, and compassion.

This type of calculation should not be required, but Michael, an Orange County sexual harassment lawyer at a famous law firm, stated that no one should need to do it. These are the facts you need to know for decisions.

All things should be documented

Federal law makes two types of sexual harassment illegal. However, some behavior could still be a violation of your company's policy on sexual harassment if it has one.

These are quid pro quo harassment when your employment is dependent upon your fulfilling a sexual request ("If I go on a date, I'll give me more hours"), as well as hostile work environment harassment. This is unwanted behavior that disrupts or interferes with our work (unwanted touch, suggestive emails, or texts, sharing explicit images or videos, or unwelcome touching).

It doesn't matter what type of harassment you are facing; everything must be documented. You can write down the following details:

• Date, time, and place of harassment. What was said?
• Take screenshots or keep copies of all relevant emails, text messages, photos, or social media posts.
• Share the details with a friend, family member, or coworker. They may be able to provide support and possibly even corroborating statements if you require them.
• Keep track of your productivity and job performance. If possible, go through your personnel file or performance report to see if you have any. This will ensure that you have proof in case your performance is ever questioned.
• All documentation should be stored outside of your office and on your computer at work.
• Remember: Secretly recording harassment may provide valuable evidence. However, you should check the laws in your state before you do this. It is against the law in some states to record conversations without consent from both parties. the recordings are also prohibited by some company policies.

Evaluate the Situation

These are the questions to ask when you're trying to figure out how to respond to sexual harassment:

• What outcome do you desire? Some may wish to fire their harasser, while others might just like the harassment to end and for them to be able to move on to something better. What you do will depend on what result you get.
• What does your company do about sexual harassment? Does your company regularly declare that sexual harassment is against the law? This could indicate that the company will take your complaint seriously. You may not want to speak up if you work in an environment where you see bad behavior a lot. In workplaces that have a permissive culture, sexual harassment is more common. However, people who report such harassment are less satisfied with the outcome.
• What is your company policy? Learn everything you can about the company's policy on sexual harassment. You should be able to understand the policy, what employees can do if they witness or experience harassment, and how you can report it internally. You should carefully follow the guidelines if you decide to report.
• Are you a party tan an N.D.A. Do you have an N.D.A. These agreements are frequently used to intimidate women into silence.
• Which are your support sources? Take stock of all your support sources, as you can see the financial and emotional toll sexual harassment can have on you. Are there family members and friends that can help you? Are you able to make ends meet if your job is terminated? Think about the support that you receive at work. Are you able to have a productive working relationship with someone in a higher-ranking position? Are there coworkers who can back you up on what has happened?

Get involved

Remember that you are the expert in your situation. So trust your instincts. There are many options that you have.

• Keep going. Many women feel uncomfortable reporting harassment or are hesitant to do so. This is often due to legitimate concerns about retaliation or pushback. You should always keep track of everything, even if you decide not to bring it up.
• Tell the harasser that you are done. This can be done immediately or later. Make sure you are clear about what is bothering you. Sometimes, harassment can be stopped by confronting the harasser directly. Legally, it is also helpful to be able to tell the harasser you intend to end the harassment.
• Solidarity is key. Get to know others who might be being harassed or mistreated at work. Encourage one another to support each other and think about coming forward together. It's difficult to dismiss a pattern of harassment if several people testify to it.
• Talk to a professional Los Angeles sexual harassment attorney. Consultations can be confidential, and most organizations offer financial assistance. Contact the National Employment Lawyer's Association or Legal Aid at Work to find a lawyer.

Making a Claim

There are some things you should consider if you're ready to file a claim.

• If your company has, procedures, this shows that you have taken the necessary steps to inform your employer about the harassment. It may be worth writing out a detailed account about your harassment and sharing it with resources or other supervisors via email. This will act as a record of the date and time. This will ensure that you include all pertinent details and that your employer was informed about the harassment.
• You might consider speaking to a senior leader, or someone in human resources. You should consider speaking to someone in H.R. if your employer doesn't have a harassment policy or if you feel harassed by the person you are reporting to. You can also file a complaint with the Equal Employment Opportunity Commission if this is not possible. The feed is the agency responsible for enforcing civil rights laws that prohibit workplace discrimination is the E.E.O.C.
• Filing with E.E.O.C. You must first file an online complaint of discrimination against your employer before you can file a lawsuit for job discrimination against them. You must file this charge within 180 days of harassment. However, some states may have shorter timelines. After the E.E.O.C. has received your charge, it will be contacted by your employer. The commission will determine the next steps. Once the E.E.O.C. receives your charge they will contact your employer and determine the next steps. These could include mediation with your employer or an investigation.
• Publicizing. People decide to make their stories public by writing blogs like Susan Fowler (an ex-Uber engineer) or going to like media, such as Harvey Weinstein's accusers. There are some things you should consider. You need to make sure that you're not violating a confidentiality or nondisclosure agreement. Defamation lawsuits may be filed against you.