Connecticut Unwanted Advances Lawyer
When one employee makes a romantic or sexual pass at another, it does not always constitute sexual harassment. However, many times these advances cross the line and become unlawful. This may occur if the employer continues to make advances after being rejected or if the advance comes with some type of quid pro quo offer or with a threat. If an employee faces negative employment action after rejecting an advance, then that is illegal retaliation.
If you have been subject to an unwanted advance at the workplace that you believe constitutes sexual harassment, an attorney can help you recover your damages. Sexual harassment wrongfully affects your ability to work and your job and could leave you traumatized. A Connecticut unwanted advances lawyer from Hayber, McKenna & Dinsmore can help you recover. Fill out our online form today so we can review the details of your case.
We represent clients throughout Connecticut, including New Haven, Bridgeport, Hartford, Manchester, Stamford, and Milford.
Key Issues in Unwanted Advance Cases
If you were subjected to an unwanted romantic or sexual advance at the workplace, ask yourself the following questions:
- If you rejected the advance, did the employee or employer persist in making advances?
- Was the advance coupled, explicitly or implicitly, with an offer of advancement, higher pay or any other advantage?
- Was the advance coupled, explicitly or implicitly, with a threat of termination, demotion, loss of promotion or any other negative decision?
- If you rejected the advance, did you face negative employment action afterward?
If you answered “Yes” to any of these questions, you may be the victim of illegal harassment.
Info on Fighting Unwanted Advances in Connecticut
- What Constitutes Sexual Harassment in an Advance
- Retaliation for Rejection
What Constitutes Sexual Harassment in an Advance
It is not illegal for co-workers to be involved in romantic or sexual relationships with each other. If one co-worker asks another on a date, that fact alone does not constitute sexual harassment.
However, these advances can become harassment if they persist after the initial advance is rejected. Being repeatedly propositioned creates a hostile work environment, and an employer may be liable for allowing it to exist.
For example, Lindsey is an administrative assistant in New Britain. A comptroller for her company, Doug, asked her if she’d like to go out for a drink. Lindsey declines. At this point, there is likely no sexual harassment. However, Doug asks her several more times. Lindsey, who must speak to Doug regularly as part of her job, is asked on a date every time she speaks to him. She goes to her supervisor, Jodie. Jodie says Doug is a “nice guy” and “harmless,” and tells Lindsey she should “lighten up.” Lindsey may have a case for sexual harassment against her employer if her employer fails to prevent sexual harassment in the workplace.
Advances can also constitute sexual harassment if they are coupled with sexually explicit language, nude photos or aggressive behavior.
Additionally, advances coupled, explicitly or implicitly, with offers of promotion or other benefits or threats are sexual harassment. This is called “quid pro quo” harassment.
Retaliation for Rejection
While it is not always sexual harassment to make an advance at the workplace, it is sexual harassment for an employee or employer to retaliate against a person for rejecting the advance. Retaliation can be overt or subtle, but it means any negative employment action that comes as a result of the rejection. It is also illegal for an employer to take any negative employment action against someone as a result of an advance an employee made.
For instance, Eric is a graphic designer in Norwich. Daniel, who also works at the company in a higher position, asks Eric out on a date. Eric declines. Eric was about to start work on an exciting new project that would likely lead to new opportunities but is told he is being reassigned. He inquires as to why, and is told Daniel is working on the project and felt working together would be “awkward,” and asked for Eric to be reassigned. Eric may have a case for illegal retaliation.
Hayber, McKenna & Dinsmore | Connecticut Attorney for Unwanted Advances Cases
If you’ve been subjected to unwanted romantic or sexual advances at the workplace that have crossed the line into sexual harassment, contact an attorney today. At Hayber, McKenna & Dinsmore, we represent the victims of unwanted advances and retaliation for rejecting an unwanted advance. Fill out our online form today so we can look at the details of your case.