In the past few decades, more and more individuals have come forward with their sexual harassment experiences and how the act resulted in both mental and physical pain. Even with an increase in visibility, sexual harassment continues to threaten the well-being of many individuals all around the world. In the United States, every 68 seconds, someone is sexually assaulted. Two-thirds of those incidents are never reported to the authorities, and the assailants continue with their life unpunished.
If you suffer from sexual harassment in Fairfax, Virginia, speak with a lawyer at The Spiggle Law Firm. We believe in communication and strive to create an environment where our clients feel safe and comfortable discussing their situations and experiences. We understand how challenging it can be to come forward about a sexual harassment experience and will do everything in our power to make sure the perpetrator does not go unpunished.
The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as “any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature.” There are many ways a person may commit sexual harassment. Unfortunately, numerous victims will continue to suffer through harassment due to the belief the actions won’t be considered sexual harassment.
However, sexual harassment can be more than just physical; consider the following three categories of sexual harassment can fall under:
When an individual makes any unwelcome or unwanted verbal conduct of a sexual nature and creates a hostile or offensive environment, they are committing verbal sexual harassment. Some examples of verbal sexual harassment include sexual favors, jokes of a sexual nature, sexual propositions, innuendos, sexually suggestive comments, and sexual threats.
Non-verbal sexual harassment refers to unwelcome sexual behavior or actions that result in an uncomfortable and stressful environment. These actions may not include any verbal or physical activities and instead use graphic imagery and gestures, including inappropriate pictures or videos, suggestive or insulting sounds, sexually suggestive obscene gestures, leering, and visual commentaries.
The most commonly associated type of sexual harassment includes unwelcome sexual physical behaviors that harm and create an extremely unpleasant environment. Some examples of physical sexual harassment include brushing the body, pinching, touching, sexual assault, and coerced sexual intercourse.
Many individuals believe they would never experience sexual harassment, so when they do, they have an extremely hard time coming to terms with the incident. Even if you are unsure whether something may be sexual harassment, speak with a Fairfax sexual harassment lawyer who may offer support and advice about your legal options.
While many believe only the perpetrator can be held liable for sexual harassment, anyone involved or negligent about pursuing preventative measures may be held responsible for the pain and suffering someone experiences due to sexual harassment.
Suppose you submitted a complaint about another employee’s behavior to your employer, but they never took any action, or it only amounted to a “slap on the wrist.” You may be able to hold your supervisor and your organization accountable for their severe lack of action. You may hold other employees responsible if they watched and supported the inappropriate behavior.
Whether a person stood by letting the harassment take place or personally committed the harassment, you may hold them accountable for the physical, emotional, and financial losses you suffer. Depending on your situation, you may also seek both a criminal and civil case.
In Virginia, the statute of limitations for filing a sexual harassment claim depends on the type of claim you are filing. If you are filing a complaint with the Virginia Division of Human Rights, you have 180 days from the date of the harassment to submit your claim. For cases involving the federal Equal Employment Opportunity Commission (EEOC), you must submit your claim within 300 days of the sexual harassment.
However, there are various exceptions to these time frames, especially if you are pursuing a claim for injuries or illegal actions. Many individuals choose not to file a claim against another party because the time limit has passed. However, before you withdraw, speak with a Fairfax sexual harassment attorney about your potential legal options.
Facing the person who sexually harassed you and those who let it happen is not easy. You should never have to go up against them alone, and our team at The Spiggle Law Firm is willing and ready to act on your behalf throughout the process. We will actively prepare you for trial and stay by your side every step of the way. With a solid and experienced support system by your side, you will have the confidence and evidence you need to hold them accountable for their inexcusable actions.
Our firm follows a “Same Page Guarantee,” meaning we devote our time and resources to understanding your case’s needs, circumstances, and options. We ensure our clients feel comfortable communicating with us and provide honest legal advice. To speak with one of our Fairfax sexual harassment attorneys, call (202) 449-8527 or complete our contact form today.
The federal hiring process is undergoing a significant shift under a new executive order signed by President Trump during his latest term. Titled “Reforming the Federal Hiring Process and Restoring Merit to Government Service,” this order restructures how federal agencies recruit, evaluate, and hire employees. While the administration argues that the order will make hiring […]
A federal judge has rejected an effort led by Democratic attorneys general to block the Department of Government Efficiency (DOGE) from accessing government data or making personnel changes within federal agencies. U.S. District Judge Tanya Chutkan ruled that the plaintiffs—representing 14 Democratic-led states—failed to meet the high legal standard of proving “imminent harm,” a necessary […]
What Is the Federal DEIA Ban? On January 21, 2025, a new executive order—known as Executive Order 14173—was signed, prohibiting private organizations that contract with the federal government from implementing Diversity, Equity, Inclusion, and Accessibility (DEIA) programs as part of their compliance requirements. The order has sparked widespread debate about the future of workplace diversity […]
President Trump signed an executive order establishing the Department of Government Efficiency (DOGE). The initiative is designed to modernize federal IT systems, enhance agency operations, and improve workplace efficiency. While its stated goals focus on streamlining processes, federal employees may experience shifts in oversight, workplace policies, and legal protections. Here’s what federal employees need to […]
Alexandria - HQ
3601 Eisenhower Ave Suite 425, Alexandria, VA 22304
Maryland - Annapolis
1910 Towne Centre Blvd Suite 250 209, Annapolis, MD 21401
202-449-8527
