Sexual harassment is defined by New Jersey law as unwelcome conduct that is of a sexual nature, which includes both verbal and physical actions. Some forms of sexual harassment that are most commonly committed by an employer include exchanging favoritism for sexual favors, the creation of a hostile work environment of a sexual nature, and sexual advances.
How does New Jersey Law Prohibit Sexual Harassment?
First, Ridgefield employers can be required to create company policies that specifically address sexual harassment in the workplace. These must be posted in a visible area such as a break room. These policies may include contact information for an employee to report sexual harassment, the process for handling such claims, and the corrective measures for when a claim is proven.
The laws of the state of New Jersey and federal law have both established agencies with the authority to investigate sexual harassment claims. These agencies conduct investigations at a given Ridgefield work site in order to verify if a complaint that they have received is true or not. These laws also prohibit employers from firing employees or taking any retaliatory action against workers who have complained of sexual harassment.
How can a New Jersey attorney help?
It can be difficult to both investigate and show a sexual harassment claim without having any expertise in the applicable areas of law. 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 Ridgefield lawyer can be the surest way to file your sexual harassment claim within the deadlines specified by the state of New Jersey.