workplace harassment lawyer
Sexual harassment and discrimination in the workplace can have serious consequences for employees. If not addressed, it can escalate over time and create a hostile work environment for all staff. Fortunately, these incidents can be prevented by keeping lines of communication open and reporting inappropriate behavior immediately to managers or supervisors.
When sexual workplace harassment lawyer occurs, a complaint can be filed with the Ontario Human Rights Commission or in court. A seasoned employment lawyer will review your case to determine the best course of action. The following are some of the documents that a worker may need to have to file a successful discrimination or harassment claim.
Documents that support your claim for harassment or discrimination should include emails, texts, phone records, and other documentation of any verbal or physical incidents that you have experienced. These documents should also include dates, times, and any witnesses.
What documents will a workplace harassment lawyer need for my case?
If possible, you should also have any pictures or other physical evidence that supports your claims. Even if these items are upsetting, your attorney will need to have them as they can be key to building a strong case.
Generally, a person who is harassed by a co-worker or manager will need to have direct evidence of the harassment to have a viable claim. The type of direct evidence that is required varies according to the law. Sexual harassment, for example, must involve unwelcome comments or conduct that occur more than once and are severe enough to interfere with a person’s job performance. For example, a woman who is told repeatedly by her manager to send him naked photos of herself is likely to have a valid claim for sexual harassment.
A sex discrimination or workplace harassment Ontario claim is more difficult to prove, but it can still be proven with indirect evidence. Indirect evidence could include a pattern of comments or actions that show the discriminatory intent. For example, if an employer makes it clear that they will not hire a black female employee, this is likely to be direct evidence of a sex discrimination or harassment case.
Indirect evidence of discrimination or harassment might also be found in the actions of a manager or supervisor. For example, if a manager removes an employee from working directly with an alleged harasser or calls the police, this is likely to be indirect evidence of the intent to discriminate or harass. Similarly, if a manager has a history of bias or is biased against a certain race or gender, their judgment in dealing with a situation of discrimination or harassment might be biased and untrustworthy.
It is important to understand that it can be extremely difficult to prove a discrimination or harassment claim without the proper evidence. The attorneys at Kantrowitz, Goldhamer & Graifman have the experience and skill to help you get justice for your incident. Our New York and New Jersey offices are available to assist you in pursuing your claim. Please contact our office for more information about how we can help you.
