Sexual Harassment

sexual harrasment attorney nashville

Do You Need a Tennessee Sexual Harassment Lawyer?

  • Have you faced sexual harassment by your manager?
  • Do you find work difficult because your colleagues make sexually explicit comments and jokes?
  • Is your job unbearable because of the environment created by your co-workers or manager?

Sexual harassment is a form of sexual discrimination and is prohibited in many workplaces by a wide array of state and federal laws — including Title VII of the Civil Rights Act of 1964 and the Tennessee Human Rights Act.

These laws protect women and men alike and usually cover both opposite-sex and same-sex harassment. If you have suffered at work because of sexual harassment by your manager or someone else — or if you have been punished for complaining about such harassment — these laws may help to get your career back on track.

Sexual Harassment in the Workplace

The sexual harassment attorneys at Winfrey Employment & Civil Rights law firm in Nashville, TN, have experience fighting for employees who have faced this sort of mistreatment in the workplace.

Our lawyers have handled matters before the Equal Employment Opportunity Commission, in federal courts, and in various state courts. We recently helped one client to win $500,000 (and over $225,000 in attorneys fees) after she experienced sexual harassment and retaliation by her former employer in Memphis, TN.

We also helped a client recently win $150,000 in a sexual harassment and retaliation trial involving a trucker who suffered unwelcomed advances and wrongful termination in Jackson, TN.

More about our law firm

  • We Only Represent Employees and Individuals
  • We Win Sexual Harassment Jury Trials

If you have suffered sexual harassment or were terminated for reporting sexual harassment, you may be entitled to reinstatement in your job; back pay for lost wages; front pay for future lost wages; litigation costs and attorney fees; and other compensatory damages.

As with all legal claims, deadlines are crucial. In most jurisdictions, employees have either 180 or 300 days to file a charge of discrimination with the EEOC. Federal employees should be aware that their deadlines are often shorter — sometimes as soon as a few weeks after the adverse employment action.

If you’d like to consult with our attorneys, please contact us. To each consultation client, we offer the following.

  • A sympathetic ear
  • A serious consideration of the facts
  • A deep understanding of the law
  • A clear-eyed assessment of your claims

Let our firm’s experience guide you: We have helped many employees before you – in many cases, employees who already had been punished, demoted, or fired by their company.

If we can help you, we will propose some next steps. If not, we will point you in a better direction.

Call or e-mail us and get the process started. You are standing up for justice. You need someone who’ll stand behind you.

Frequently Asked Questions

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and any verbal or physical conduct of a sexual nature that affects an individual’s employment. Under Title VII, sexual harassment is considered to be a form of sexual discrimination. The statute allows employees to make two types of sexual harassment claims: For a tangible employment action and for a hostile work environment.

To prevail on this type of claim, an employee must show that:

  1. He/she was a member of a protected class (not all workplaces are covered, for instance);
  2. He/she was subjected to unwelcome sexual advances or requests for sexual favors;
  3. His/her refusal to submit to a supervisor’s sexual demands affected his employment status; and
  4. The harassing supervisor used his authority to subject the employee to adverse job consequences.

For a hostile environment claim, an employee must show that:

  1. He/she was subjected to unwelcome conduct;
  2. The harassment was based on sex; and
  3. The harassment was severe or pervasive and created an abusive working environment.

Section 704 (a) of Title VII forbids retaliation against employees who file sexual harassment complaints. Prohibited actions include termination, suspension, demotion, reduction in salary, and any act that might dissuade a reasonable person from reporting sexual harassment.

It’s difficult for an employee to take on an employer alone, but with our legal team behind you and our process of building your case, you can be confident that your rights will be protected. To learn more about our firm, the types of prohibited sexual harassment under the law, and whether you have a claim, contact us.


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