Attorneys Defend Peoria Businesses Against Sexual Harassment Claims
Our Illinois employment lawyers protect your organization
Under federal law, workers are entitled to a workplace free from illegal harassment and discrimination. For this reason, they are allowed to bring sexual harassment claims against businesses. Unfortunately, many of these claims are unfounded or exaggerated. Peoria employers need protection against false or overblown accusations. At Westervelt, Johnson, Nicoll & Keller LLC, our attorneys have the experience to protect your business.
Understanding Illinois sexual harassment claims
Workplace sexual harassment is prohibited under Title VII of the Civil Rights Act of 1964. This law applies to nearly any organization with 15 or more employees. The law protects against two specific types of sexual harassment, known as “hostile work environment” and “quid pro quo.” We work to defend your organization against claims of both types.
Illinois quid pro quo sexual harassment
These claims allege either an offer or a threat made in an attempt to get an employee to perform a sexual act. In some cases, a promotion may be offered in exchange for sex. In other cases, there may be a threat of dismissal or a change in working conditions unless the employee engages in such an act. We use all possible evidence to defend your Peoria business against a quid pro quo claim.
Peoria hostile work environment claims
This type of claim arises out of behavior by coworkers or supervisors which is intimidating, hostile or offensive. Constant lewd comments and repeated unwanted sexual advances fit into this category of claim, as does the exhibition of sexual content in the workplace. Our attorneys help your business prove that this behavior did not exist or that supervisors had no reason to know of its existence.
Defending against all harassment claims
We defend your business against harassment claims by showing that the accuser cannot substantiate every legal element of their claim. In order to hold a business liable, a worker must prove that:
- The behavior must have been pervasive, offensive and unwelcome.
- The employer did not take swift action to fix the problem.
- The employer must have had actual or constructive knowledge of the behavior.
Our attorneys present a strong defense against each of these factors.