Sexual Harassment

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Tulsa Oklahoma Sexual Harassment Lawyers
1-800-722-8880

If it feels like sexual harassment, it probably is. Too many employees put up with unwanted sexual advances and offensive behaviors that are in fact illegal under Title VII of the Civil Rights Act of 1964.

The Tulsa, Oklahoma sexual harassment lawyers of Armstrong & Lowe, P.C. have obtained substantial settlements and verdicts on behalf of women (and men) across Oklahoma. We represent employees subjected to harassing behavior at work, as well as termination or other retaliation for reporting sexual harassment. Our firm handles all types of Title VII employment discrimination claims.

What Constitutes Sexual Harassment?

In the most egregious cases, sexual harassment involves sexual assault or a verbalized threat of losing a job unless the employee submits to sexual favors. But the harasser may be a co-worker or even a customer, and sexual contact or overt threats are not necessary to constitute harassment, which can include:

Sexual propositions or repeated requests for dates
Sexual comments or leering looks
Inappropriate touching or violating your space
Obscene jokes, sexual innuendos or dirty pictures
Comments about your body or your clothing
Implied threats about your employment status

Any behavior that makes you feel uneasy can create an intimidating, hostile or offensive working environment and thus sexual harassment. Our employment law attorneys can help you determine if you have a valid claim against your employer.

Sexual harassment is a form of sex discrimination. The behavior does not have to be sexual in nature. You may have a claim if you can show you were treated poorly simply because of gender (or the opposite sex received favoritism).

How Do I Bring A Sexual Harassment Claim?

The law requires you to confront the harasser and tell them to quit the offensive, demeaning or threatening behavior. You must also report it to a supervisor (or their supervisor).

Armstrong & Lowe, P.C. can then help you file a claim with the federal Equal Employment Opportunity Commission. While nine times out of ten the agency cannot establish that harassment occurred, this step is required before you can bring a civil claim against the employer.