An Iowa Department of Human Services caseworker was in court alleging that, over a period of several years, supervisors at the agency engaged in sexual harassment in the workplace. The employee claims that the harassment continued despite her repeated complaints.
Fortunately, the employee documented incidents of the alleged sex discrimination – what was said and done on various occasions – as well as her efforts to report the harassment to agency higher-ups.
Now it is up to her legal team to not only show that the allegations of harassment are credible, but also that they were “sufficiently severe or pervasive” to negatively alter working conditions.
Sex discrimination including sexual harassment can include unwelcome sexual advances, requests of sexual favors, or other verbal or physical harassment of a sexual nature.
According to the EEOC, the legal criteria of a hostile work environment includes unwelcome conduct, or harassment against a protected class, that is long lasting and severe enough that the environment becomes intimidating, offensive or abusive.
When you are a victim of sex discrimination in the workplace, it is important to seek counsel of a knowledgeable employee rights attorney. Marc A. Humphrey is a renowned trial lawyer with more than three decades of litigation experience. Clients find him friendly, approachable and easy to talk to. Contact our Iowa employment law, discrimination and sexual harassment law firm for immediate assistance at 515-331-3510.
