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Detroit Sexual Harassment Retaliation Attorneys

Sexual harassment in the workplace is a painful, humiliating, and traumatic experience that no man or woman should have to endure. Such behavior, in whatever form, is wrong, inexcusable, and against the law. Far too often, however, employees who do the right thing and report incidents of harassment face even more indignity. After summoning the courage to stand up for themselves, many workplace sexual harassment victims are retaliated against by their superiors or their companies.

Adding this insult to injury is illegal under both federal and Michigan law. Companies that retaliate against an employee for reporting or complaining about sexual harassment can and should be held accountable for their actions.

At Sommers Schwartz, our employment attorneys represent individuals whose jobs, reputations, and livelihoods are put at risk by employers more focused on punishing victims than the perpetrators who torment them. We aggressively protect our clients’ rights and pursue claims against employers who violate their legal obligations by engaging in prohibited retaliation.

Retaliation Can Take Many Forms

Sexual harassment is a form of discrimination under federal civil rights laws. Besides making such discrimination illegal, these laws also make it unlawful to retaliate against those who engage in “protected activity,” such as reporting, complaining, or threatening to report or complain about sexual harassment. Retaliation is also a form of employment discrimination. In fact, it is the most frequently alleged basis of discrimination, according to the Equal Employment Opportunity Commission.

Retaliation goes beyond firing an employee. It includes any “materially adverse action” taken against the employee for asserting their legally protected rights. These actions can include:

  • Suspension
  • Reduction in pay
  • Reduction in benefits
  • Transfer to a less-desirable location or space
  • Demotion
  • Change of shift or schedule
  • Verbal or emotional abuse
  • Negative performance reviews

Proving Retaliation Can Be Difficult

No matter how much a victim knows in their heart that their employer is retaliating against them for reporting sexual harassment, proving that their report motivated the adverse employment actions can be extremely challenging. Employers are free to discipline or terminate employees if they do so based on non-retaliatory and non-discriminatory factors. For that reason, employers can be savvy and disingenuous about inventing other justifications for taking adverse action against a harassment victim.

We Stand Up for Those Who Stand Up to Workplace Sexual Harassment

The attorneys at Sommers Schwartz have the experience, knowledge, and advocacy skills to see through such deceptions and expose retaliation for what it is. The law provides victims of retaliation with a range of remedies, including the recovery of significant compensation. We pursue all available claims to vindicate our clients and protect their rights and reputations.

If you were a victim of sexual harassment at work and you believe that your employer acted against you for reporting such behavior, please contact us for a free initial consultation to discuss your matter.

A Trusted Authority

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Ken Watkins and his staff did a wonderful job and were very understanding of my sensitive situation.

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