Kansas City
Sexual Harassment Attorney

SUPPORTING YOU IN CASES OF SEXUAL HARASSMENT

Siro Smith Dickson PC has been representing victims of sexual assault and harassment for more than forty years. Victims of sexual harassment or assault often have a very difficult time talking about what they have been through and how deeply it has affected them.  Many appreciate being able to discuss what happened with an experienced female trial attorney.  Athena Dickson, our lead Partner on sexual harassment cases will listen and help you navigate through the legal process.

Sexual harassment is a form of sex discrimination and may include (1) any form of sexual comments, actions, or conduct (2), which is hostile, intimidating, or abusive. You have a right to work in an environment free from sexual harassment and a Kansas City sexual harassment lawyer will fight for your rights if anyone tells you otherwise.

What Persons May Be Considered Perpetrators of Sexual Harassment?

• A supervisor or any higher person in management with your employer;
• A co-worker at your job;
• Third parties such as customers, vendors, or other third parties that you deal with while in the course of performing your job;

Note: the harasser can be both a different gender or the same gender as the victim (men can harass women and men, and women can harass men and women).

Common examples of sexual harassment:

• Sexual comments, remarks, innuendos, or jokes;
• Offensive comments about a person’s body or appearance;
• Offensive sexual images, videos, emails, or pictures;
• Offensive sexual gestures;
• Demands for sexual favors;
• Attempted or actual sexual touching;
• Any other comments, actions, or conduct of a sexual nature that is hostile, intimidating, abusive, or unwelcome.

Employer Policies

Most employer policies require an employee who has witnessed sexual harassment or believes sexual harassment is occurring to make a report. You are not alone and Athena is here to help you navigate this traumatic process and protect your rights.  It is unlawful for an employer to take any adverse action against an employee who reports, in good faith, possible sexual harassment or believes that sexual harassment is occurring. If you report any conduct that you believe may be sexual harassment and you suffer retaliation, this is likely illegal and you should seek legal consultation.  Equity in the workplace is vital and Athena’s work in pursuing these cases as well as her work in the community show her commitment to this belief in action.

How to Report Suspected Sexual Harassment

To Your Employer:

Many employer policies require that an employee who has witnessed sexual harassment or believes sexual harassment is occurring must make a report to either (1) the employer or (2) the state or federal government.
If a report is not made, some employer policies say that the employee who did not make the report may be punished for not reporting possible sexual harassment.

Many employees are afraid to report sexual harassment even if their employer says they must make the report. For instance, some employees are concerned that if they report possible sexual harassment that they will get in trouble with the employer or supervisors, managers, or co-workers. We often work with employees who are dealing with the decision of whether to report or not report their concerns.

If you believe you are experiencing unfair or illegal harassment contact our team at Siro Smith Dickson PC to request a free consultation about your rights and options.

To The Government:

Kansas City and other Kansas or Missouri employees have several options. The most common report is made to either (1) the Missouri Commission on Human Rights (State of Missouri) or Kansas Human Rights Commission (Kansas) or (2) the Equal Employment Opportunity Commission (Federal Government), or (3) the Kansas City Human Relations Department (for employees working within the city limits of Kansas City, Missouri).

In nearly all cases, an employee should strongly consider meeting with a licensed attorney who regularly practices in this area of law before filing a formal report or “charge” with the Kansas or Missouri Commission on Human Rights or the Equal Employment Opportunity Commission.

How Soon Do I Have To Make A Complaint?

In most cases, charges under Missouri law must be filed within 180 days of the unlawful conduct, actions, or comments, and under federal law, charges must be filed within 300 days of the unlawful conduct. Sometimes these periods may be extended if the behaviors are part of a continuing violation that has extended over a period of time.
Each case is different. In some cases it may be advisable to make a report right away, in other cases, it may be advisable to wait, so you need to evaluate your situation with a lawyer to determine the best course of action.

What Can Be Done To Stop Harassment

Clients often tell us two things: (1) they want the sexual harassment to stop and (2) they want to make sure that the sexual harassment doesn’t happen again to themselves or their co-workers. Often our client’s primary concern is her or his safety and dignity, and the safety and dignity of others.

Sometimes, reporting through the employer’s internal process (if it exists) or reporting to the Missouri or Kansas Commission on Human Rights (state) and Equal Employment Opportunity Commission (federal) is all that is required to stop the harassment. Sometimes the employer will seriously discipline and/or terminate the sexual harasser.

Unfortunately, many times making a report isn’t enough, and legal action is required to enforce the law. Each situation is unique, which is why it is important to contact a licensed attorney who regularly practices in this area of law.