Craig T. Matthews shares how his firm can help any employee who is faced with being sexually harassed in the work place.
“Litigating a sexual harassment case starts with filing a compliant, naming the employer as a defendant, and detailing each and every instance of sexual misconduct that employer engaged in. If a client feels that they’re being sexually harassed they should call me because I can help them. They’re in a situation where they’re overwhelmed. They’re a little employee in a big company or they’re an employee that’s working for a boss that’s taking advantage. They need help, they can’t do it by themselves. That’s where I come in – I can help them. I can give them the support, the guidance, and advice that they need to stop that situation.”
Victims of childhood sexual abuse have 12 years from the day they turn 18 to file suit against their perpetrator. Victims of childhood sexual abuse typically may file complaints alleges five claims against the perpetrator: 1) Childhood Sexual Assault (O.R.C. 2305.111) ; 2) Gross Sexual Imposition (O.R.C. 2907.05) ; 3) Sexual Imposition (O.R.C. 2907.06) ; 4) Civil Liability for Criminal Acts (O.R.C. 2307.60), and; 5) Intentional Infliction of Emotional Distress. When the abuse occurred with knowledge of a 3rd party, a claim for Negligent Supervision may be asserted against the 3rd party. Continue Reading »
A Self-Fulfilling Prophecy: How Inadequate Protection From Retaliation Discourages Reporting of Sexual Harassment
In the past few years, Roger Ailes,1 Bill O’Reilly,2 Harvey Weinstein,3 Mark Halperin,4 and Travis Kalanick5 (to name a few) have been accused of—and in many cases settled substantial claims for—sexual harassment or sexual assault. Whether this is simply the way things have always have been or instead how things have become, sexual harassment is a major issue that has been thrust to the forefront of concerns in modern society. For that reason, it is critical that victims and witnesses of sexual harassment can report what they have seen or experienced free of fear from retaliation by their employer. Thus, it is necessary to provide adequate safeguards to ensure that these victims and witnesses come forward and, in some cases, help prevent further unlawful conduct. Continue Reading »
Fighting Sexual Harassment
Use the law and your employer’s complaint procedures to protect yourself from on-the-job harassment.
In legal terms, sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment. In real life, sexually harassing behavior ranges from repeated offensive or belittling jokes to a workplace full of offensive pornography to an outright sexual assault. It can happen to men and women, gay or straight — in other words, sexual harassment is an equal opportunity offense. Continue Reading »
Sexual Harassment & Retaliation: What to do When it Happens to You
Technology and social media encourage behaviors that lead to sexual harassment, portraying them as fantasies. Sexual harassment is not a fantasy. It is harassment and nothing more. Employers are well advised to clean up their workspaces by educating employees and enforcing strict policies and procedures to stop this ever growing behavior. Until then, individuals should educate themselves on what to do when you encounter sexual harassment. Continue Reading »
Sexual Harassment in the Workplace
In this column, Cincinnati and Dayton based sexual harassment litigation attorney Craig T. Matthews discusses harassment in the workplace and the potential outcomes of related lawsuits.
Sexual harassment continues to occur in many workplaces. Unfortunately, a number of employers fail to adequately respond to initial complaints. In many cases, lack of prompt, effective action by human resources and management leads to more harassment, which can create a hostile work environment. As a result, employees may be forced to choose between enduring intolerable harassment or resigning from their position. Continue Reading »