Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
Sexual harassment in Providence, United States, falls under the broader spectrum of employment law. Being a form of gender-based discrimination, it is prohibited by Title VII of the Civil Rights Act of 1964 and local laws, such as the Rhode Island Fair Employment Practices Act. The law protects employees from unwelcome sexual advances, requests for sexual favors, and any other physical or verbal harassment of a sexual nature in the workplace.
Legal counsel becomes crucial when you believe you are a victim of sexual harassment. Lawyers can help you understand your rights, craft a powerful case, represent you against your employer or alleged harasser, and negotiate settlements. Professional legal guidance is beneficial during court proceedings, filing complaints to state or federal agencies, protecting against retaliatory actions, and helping to restore your professional reputation and personal wellbeing.
Locally in Providence, the Rhode Island Fair Employment Practices Act prohibits workplace sexual harassment. An employer is not only liable for sexual harassment enacted by supervisors or managers, but may also be held responsible for harassment by coworkers or non-employees in some circumstances. Rhode Island law also prohibits retaliation against any individual who reports sexual harassment or assists in a harassment investigation.
Sexual harassment includes, but is not limited to, unwelcome sexual advances, requesting sexual favors, and engaging in other verbal or physical harassment of a sexual nature.
Yes, a single significant incident may be enough to constitute a hostile work environment, which is considered sexual harassment.
Under Rhode Island law, you have one year from the most recent incident of harassment to file a claim with the Rhode Island Human Rights Commission.
Yes, both federal and state laws in Rhode Island protect individuals who report sexual harassment or participate in an harassment investigation from any form of retaliation.
Yes, in certain situations, an employer can be held liable for harassment by a co-worker or non-employee if they knew or should have known about the harassment and failed to take immediate and appropriate action.
For more information and additional assistance, consider reaching out to the Rhode Island Human Rights Commission or the U.S. Equal Employment Opportunity Commission. Victims can also find resources at community organizations like Day One, Rhode Island’s sexual assault and trauma resource center.
If you believe you are experiencing sexual harassment, document each incident in detail immediately after it occurs. Seek legal advice from a lawyer specializing in employment law or sexual harassment. Your attorney can guide you through the process of reporting the harassment to your employer, filing a claim with the appropriate state or federal agency and, if necessary, pursuing a lawsuit in court.
