Iowa law defines sexual harassment as any unwanted conduct of a sexual nature, whether they are verbal advances or physical action. Employers are most commonly involved in the following types of sexual harassment acts: demanding sexual favors in exchange for promotions, creating a sexually offensive work environment, and making sexual advances.
How does Iowa Law Prohibit Sexual Harassment?
First, Fairfield employers can be required to establish company policies that specifically address sexual harassment in the workplace. These must be posted in a visible area such as a break room. Such policies should include items such as contact information for reporting harassment incidents, procedures for filing claims, and any corrective or preventative measures should a claim be proven.
There are also federal and Iowa laws that have appointed agencies to handle sexual harassment claims. These agencies have authority to investigate a Fairfield workplace for the sexual harassment conduct that is alleged in the complaints they receive. Furthermore, under these laws, employers may not fire or retaliate against any employee who has alleged sexual harassment in a claim.
How can a Iowa attorney help?
Investigating and showing a sexual harassment claim might be difficult without consulting someone with expertise in the relevant laws. The federal agencies that handle initial claims of sexual harassment are often understaffed and overworked. Accordingly, hiring a lawyer in Fairfield might be the best way to ensure that your claim is filed within the deadlines specified by Iowa for sexual harassment matters.