Iowa law defines sexual harassment as any unwanted conduct of a sexual nature, whether they are verbal advances or physical acts. Employers are most frequently involved in the following forms 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, Indianola employers can be required to formulate 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, process for filing claims, and any corrective or preventative measures should a claim be proven.
There are also agencies which are established by federal and Iowa law for the specific purpose of handling sexual harassment cases. Such agencies have the authority to investigate work sites to determine if the complaints they receive in Indianola are true. Employers are also barred under these laws from taking action in retaliation against an employee who has claimed sexual harassment, such as firing them or denying them a promotion.
How can a Iowa attorney help?
Without expertise in the applicable laws, both investigating and establishing a sexual harassment claim can be difficult. The federal officers who investigate claims of sexual harassment are, unfortunately, frequently too busy to give much attention to any one claim. Therefore, hiring a lawyer in Indianola may be the ideal way to ensure that your claim is filed within the deadlines specified by Iowa for sexual harassment matters.