Sexual harassment cases are often unreported, and many employees wait too long to report them. There are strict time deadlines that limit how long you have to report sexual harassment. Time deadlines may be as short as 180 days from the last incident, but may be longer depending on other unique factors. To ensure your…
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Keeping evidence of your sexual harassment claim is critically important. The documents and other evidence you keep can make or break your sexual harassment case. It proves the abuse you suffered and gives you the documentation necessary to sustain your claim. With it, you and your attorney can work to establish what happened, who is…
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Under Kentucky and Federal law, temporary, or “leased,” workers are entitled to the same rights and privileges as any permanent employee. Unfortunately, many employers take advantage of and discriminate against temporary workers because they believe only the temporary agency supplying the workers is liable for such actions. While it is true that temporary agencies are…
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The terms “sexual harassment” and “hostile work environment” together can invoke a great deal of images and scenarios in the mind of the listener: graphic language and gestures, sexual advances, propositions, leering, touching, groping – the list can go on indefinitely. However, a work environment does not necessary need to include acts or statements that…
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This week, we’re examining the story of Sandra Fuller, taken from the case Custom Tool & Manufacturing Co. v. Fuller. The allegations that were presented in that case are as follows: Sandra Fuller began working for Custom Tool & Manufacturing Company as a quality control employee, inspecting wire harnesses for defects in their manufacturing. In…
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Continuing on in our series discussing real-world scenarios of sexual harassment, today we’ll be examining a case involving what is known as “quid pro quo” sexual harassment. In our previous articles, the stories we’ve highlighted have involved hostile work environments, in which an employee is subjected to sexual comments and inappropriate touching or groping. Quid…
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THE CASE OF CROUCH V. RIFLE COAL CO., LLC Last week we began a series of articles that will provide you with real world examples of sexual harassment occurring in the workplace. In our last article, we discussed the case of West v. Tyson Foods, Inc., in which a woman experienced cat-calls, whistling, and inappropriate…
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Here at Abney Law Office, we receive a large volume of calls from clients with questions about sexual harassment – what is sexual harassment? Is this situation a hostile work environment? What can I do about it? We’ve written about these topics before, and have detailed the laws surrounding sexual harassment claims. But the best…
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Under both federal and Kentucky law, sexual harassment is considered an unlawful activity. Employers are not only prohibited from engaging in sexual harassment, but are also required to put a stop to, and remedy, any sexual harassment that they become aware of. Because of this affirmative duty, it is almost always in an employee’s best…
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This is the fifth and final entry in a 5-part series about workplace sexual harassment, the Federal and State laws against such conduct, and what you can do if you are or become a victim of harassment. Today’s entry will examine specific cases that have dealt with Quid Pro Quo sexual harassment and the facts…
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