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Pervasive Sexual Harassment in Consulting Company

Sexual Harassment in Consulting Company
Sarah worked for a company that provided research and consulting services to insurance companies.  From the beginning of her employment she was subject to multiple harassing comments by co-workers and supervisors.

These included one individual describing to her how he had masturbated to calm down after an auto accident.  Another individual told her that he treated women like canoes, and "tied them up and let them float" until he was ready to "take them for a spin."  She was told by another co-worker that he would help her with a work project only if he would get a "happy ending."

When she reported this to her immediate supervisor, she was told that she was "asking for it."  Sarah, who is gay, had done nothing to encourage or invite these offensive comments from her male colleagues.  She later requested a transfer, or permission to work from home, to reduce her exposure to the individuals who were harassing her.  Both were denied.

Ultimately, Sarah felt she had no choice but to resign.  Leaving her employment left her without financial support and without references to help her in a search for a new job.  She also continued to suffer anxiety and distress as a result of her working environment.

Harassment Solution

We helped Amy with a civil lawsuit, brought under a pseudonym given the highly personal nature of the facts in the case.  After some discovery, we went with her to a mediation session, and were able to negotiate a substantial settlement for her.

Need Help With a Sexual Harassment Issue?

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Postscript

If you are facing pervasive harassment at work like Sarah, you may not have to remain in an impossible situation in order to have legal claims to address the harassment.  Ideally, you should consult with an employment attorney before resigning, so that you can better understand what your options are.

How We Can Help

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We have years of experience representing victims of workplace harassment, and we would be happy to help you. You can use the button below to schedule a call back from a member of our team, or give us a call at  781-784-2322.
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  • Home
  • Employment Law
    • Guide To Employment Law Content
    • Employment Contracts in Massachusetts
    • Discrimination in the Workplace
    • Employment Termination >
      • Massachusetts Paid Family Leave
      • Severance Pay
      • Unemployment in Massachusetts
    • Sexual Harassment at Work >
      • Sexual Harassment in a Small Business
      • Sexual Harassment and Non Disclosure Agreements
      • Sexual Harassment and Remote Work
    • Wage and Hour Laws
    • Independent Contractor Law
    • Non Compete Agreements >
      • Are non competes enforceable
      • Massachusetts Non Compete Act
      • Pre 2018 Massachusetts Non Competes
  • Estate Planning
    • Guide To Estate Planning Content
    • Legacy Protection
    • Why You Need an Estate Plan
    • Why You Don't Have an Estate Plan
    • Estate Planning Documents >
      • Children with Special Needs
    • Planning for Assisted Living
    • Probate Process
  • Business Law
    • Guide To Business Law Content
    • Small Business Law
    • Business Contract Basics
    • Civil Suit Defense
    • Legal Issues for Start Ups
    • Trademark Basics
    • How to Incorporate
    • Sale of Business
  • About
    • Reviews
    • Slnlaw Offices
    • slnlaw core values
    • Publications and Interviews
    • New Client Intake and Consultation
    • Contact
  • Attorneys
    • Emily Smith-Lee >
      • 2018 Lawyer of the Year
    • Jenna Ordway
    • Rebecca Rogers
    • Sharleen Tinnin
    • Elijah Bresley
  • Legal FAQs
    • Estate Planning FAQs
    • Probate FAQs
    • Small Business FAQs
    • Wage Act FAQs
    • Commission Pay FAQs
    • Overtime FAQs
    • Independent Contractor FAQs
    • Non Compete FAQs
    • Employment Discrimination FAQs
    • Employment Termination FAQs
    • Massachusettts Unemployment FAQs
    • Severance Package FAQs
    • Medical Leave FAQs
    • Sexual Harassment FAQs
    • Employer FAQs
    • Civil Lawsuit FAQs
  • Blog