According to Kansas law, sexual harassment is defined as the unwanted conduct that is of a sexual nature, and includes both verbal advances and physical actions The forms of sexual harassment that are most common when done by an employer are sexual advances, the exchange of workplace favoritism for sexual favors, and the creation of a hostile work environment that is overly sexual.
How does Kansas Law Prohibit Sexual Harassment?
First, Sedgwick County 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.
The laws of the state of Kansas and federal law have both formed agencies with the authority to investigate sexual harassment claims. These agencies conduct investigations at a given Sedgwick County work site in order to verify if a complaint that they have received is true or not. Additionally, under these laws, employers may not fire or retaliate against any employee who has alleged sexual harassment in a claim.
How can a Kansas attorney help?
Investigating and establishing a sexual harassment claim might be difficult without consulting someone with expertise in the relevant laws. The federal officers who investigate claims of sexual harassment are, unfortunately, frequently too busy to give much attention to any one claim. Thus, hiring an attorney in Sedgwick County can be the safest way to file your claim within the deadlines for sexual harassment claims that Kansas has defined.