In the fall of 1991, a stunned and confused nation watched a law professor charge a Supreme Court nominee with blatant sexual harassment on prime-time television.
Stunned, because never before had there been this kind of media attention to sexual harassment. Confused…. because the lines can seem unclear and sexual harassment is inextricably aligned to perception.
Shortly thereafter the nightly news and national magazines carried stories of widespread sexual harassment and discrimination in the military.
Those events brought to light something that millions of Americans already knew: sexual harassment and retaliation is a pervasive, destructive, social, legal and ethical problem. And it is a problem which workers have not escaped.
Sexual harassment, a form of sex discrimination, and retaliation for reporting it, is one of the most persistent and destructive problems in the U.S. workplace. While potentially a problem for both sexes, the majority of sexual harassment is from men to women, and few working women have not experienced sexual harassment.
Although sexual harassment is clearly illegal, it continues, despite the high cost to the employee and the harassed individual. And, despite the protections of the law, many who have been harassed do not bring complaints. Sex role stereotyping, distribution of power and socialization are among the chief factors contributing to sexual harassment.
Filing charges can be humiliating. Victims may feel that their charges will be ignored or down played, or they may be accused of behavior that invited the offensive conduct.
They may be ridiculed, face hostility or retaliation: poor work assignments, reduced hours, poor evaluations, or even the loss of a job. Still others don’t know their rights, are confused about where the lines are drawn, or simply don’t know what to do.
Sexual harassment and retaliation against those who report it, is extremely costly in terms of both human dignity and human resources.
Fortunately, the laws to protect nurses and physician assistants from sexual harassment and retaliation are already on the books. Compliance, sound institutional policy, and nurses fully understanding their legal rights continue to be problems.
What is clear…. is that sexual harassment and retaliation is against the law.
Since 1964, Title VII of the Civil Rights Act has prohibited discrimination in employment conditions because of an individual’s sex. In 1976, it was acknowledged that Title VII also prohibits sexual harassment as a form of sex discrimination.
Unlawful hostile environment harassment may occur even where there has been no tangible job detriment, but where sexually harassing conduct is so severe or pervasive that it alters an employee’s working conditions.
Today the INSIDER EXCLUSIVE “Goes Behind the Headlines” in “Sexual Harassment – Marilyn Ranson’s Story” to examine how Ron Podboy of the Ronald Podboy Law P.C. successfully won Marilyn Ranson’s case.
Ron has earned the highest respect from citizens, and judges alike…. as one of the best Criminal Defense and Civil Rights Trial lawyers in Denver and in Colorado.
He has seen many innocent & hard-working people become VICTIMS of sexual harassment, retaliation, and nightmarish working conditions.
And because of that……He is driven to fight for people who had been harmed by the willful or negligent actions of others. He’s built a substantial reputation nationwide by consistently winning cases other law firms have turned down.
And his amazing courtroom skills and headline grabbing success rate continue to provide his clients with the results they need……And the results they deserve.
You can contact Ron Podboy @ www.podboylaw.com and 303 623 3200