Legal Question in Sexual Harassment in Virginia

Re: sexual harasment

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RESPONSE:

What you should do depends on how you feel about what happened and/or why you complied with his initial request. If you felt you had to lift your shirt because your job security depended on it, your employer likely violated federal laws protecting employees from unlawful discrimination. Similarly, your employer may have violated the law if you feel the incident has created an offensive environment in which it is difficult to work.

To state a claim, however, the conduct in question must be "unwelcome." From what you've said, proving this should not be difficult, but note that being merely "weirded out" by your manager's actions may not be a strong enough adverse reaction.

If, by "weired out," you mean that you were grossly offended, embarrassed, and humiliated, then you should file a claim with the EEOC within 180 days from the incident.

Re: sexual harasment

You should file a complaint with the district manager's supervisor.(And, if you're terminated or other adverse action is taken against you because of this complaint, then file a formal complaint with the EEOC.)

Re: sexual harasment

You should file a complaint with the district manager's supervisor.(And, if you're terminated or other adverse action is taken against you because of this complaint, then file a formal complaint with the EEOC.)

Re: sexual harasment

You should file a complaint with the district manager's supervisor.(And, if you're terminated or other adverse action is taken against you because of this complaint, then file a formal complaint with the EEOC.)

Re: sexual harasment

You should file a complaint with the district manager's supervisor.(And, if you're terminated or other adverse action is taken against you because of this complaint, then file a formal complaint with the EEOC.)

Re: sexual harasment

You should file a complaint with the district manager's supervisor.(And, if you're terminated or other adverse action is taken against you because of this complaint, then file a formal complaint with the EEOC.)