Iowa law defines sexual harassment as any unwanted conduct of a sexual nature, whether they are verbal advances or physical action. Employers are most often 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, Fort Dodge 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 Fort Dodge workplace for the sexual harassment conduct that is alleged in the complaints they receive. Also, 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?
A claim for sexual harassment may be difficult to investigate and prove without the proper expertise in the relevant areas of law. It's not uncommon for federal investigators to be too busy to handle individual claims. Because of this, working with a Fort Dodge attorney might be the best way to make sure that your claim is processed in a timely manner.