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Sexual Harassment

Do you believe that you been the victim of sexual harassment in the workplace?

Call today for a free consultation -- the Law Office of Jeffrey J. Kmoch may be able to help.

Sexual harassment in the workplace is a pernicious evil.  No one should have to suffer the pain and humiliation that sexual harassment can cause.  

Countless claims of sexual harassment go unreported because victims fear they will not be believed.  If you believe you are a victim of sexual harassment know that there are people who will believe you and will stand up for you.

Title VII of the federal Civil Rights Act and the Illinois Human Rights Act (IHRA) both strictly prohibit sexual harassment in the workplace.  In general, sexual harassment commonly takes two forms “quid pro quo” sexual harassment and “hostile work environment” sexual harassment.

Quid pro quo sexual harassment occurs when some type of employment benefit is offered in exchange for sexual favors.  For example, this might be a manager offering a promotion or a pay raise to an employee in exchange for engaging in a sexual relationship.  Quid pro quo sexual harassment also encompasses retaliation for refusing a demand for sexual favors.  For example, a manager may place an employee on a less desirable shift or give an unwarranted poor performance review to an employee who rejects their request for a sexual relationship.

Hostile work environment sexual harassment occurs when there is frequent or pervasive unwelcome sexual comments, sexually suggestive jokes, sexual advances or requests, inappropriate touching, or other similar conduct.  

Victims can still pursue claims when the harasser is not their direct supervisor.  Unlawful workplace sexual harassment can be committed by a manager, co-worker, client, vendor, or other third party.  

Attorney Jeffrey Kmoch has extensive experience litigating and counseling on matters involving workplace sexual harassment.  If you believe you are the victim of workplace sexual harassment, call today for a free consultation.

Statutes of limitations and deadlines to file administrative agency charges apply to sexual harassment claims, so time may be of the essence.

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