This article has been prepared for those who've been subjected to sexual harassment in the workplace and are wondering how to stop such abuse. Significantly, approximately 80% of harassment is unintentional. Furthermore, this unintentional harassment is often terminated simply when the individual is notified that such behavior is inappropriate and unwelcome. One of the key questions that will be asked of you if you do seek a lawsuit loan is whether you notified the individual who engaged in such conduct inappropriate.
Frequently, it is determined that the individual who has engaged in such inappropriate behavior had good intentions, believing that they were actually complimenting the individual to whom the comments were directed. It is the perception of the individual to whom the compliment is directed that determines whether harassment has occurred.
Informing individuals in a clear, firm tone that you find such conduct inappropriate, is a way you may protect yourself from such behavior. Furthermore, in such instances, it would be appropriate to notify the individual how it is that you intend to be treated in the workplace. If you do notify individual of the manner in which you intend to be treated, and the individual ignores your notice of this fact, such willful refusal to adhere to your request may enhance the value of the claim for which you seek a lawsuit loan.
It is first necessary to determine whether your employer has a sexual harassment policy. If the employer does have such a policy, you're encouraged to follow the steps identified in the policies/procedures related thereto. Failure to notify the employer via the mechanism provided may severely compromise your claim. Failure to notify the employer may also bar liability against that employer.
It is essential that you notify your employer of the offensive conduct, irrespective of how you feel about notifying the employer of same. The strength of your claim will be greatly diminished if you fail to do so. You'll find you will be unable to obtain a lawsuit loan if you weaken your claim by failing to follow the procedures established.
In addition to sexual harassment that occurs in the workplace, work-related harassment may also occur outside the office. Such work-related harassment includes situations such as those taking place at work-related social gatherings, work-related functions, conferences attended on your employer's behalf, workshops, and training sessions attended during work-assignments outside the office.
It is also important to realize that sexual harassment may occur in the course of work-related travel, and is also in violation of Title VII. Significantly, sexual harassment may also occur during employment-related responsibilities involving telephone calls and/or electronic media. In cases in which you're able to retain an attorney to represent you in a sexual harassment case, you're likely to be able to obtain a lawsuit loan to assist you with finances that arise during the course of litigation.
We will discuss tips that you may provide to those individuals engaging in offensive conduct in Part 3 of this series. Additionally, we will discuss key-strategies involved in strengthening your claim and also assisting you in ensuring that you're able to obtain the lawsuit loan that you need to enable you to meet the expenses that are ongoing during the course of litigation
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