Woman seeks over $200,000 for her sexual harassment claim

In the event that an employee is subjected to unwanted advances, it is the company's responsibility to protect the worker and prevent the incident from recurring. No one should be expected to work in an environment that does not deter sexual harassment. If a Texas worker speaks out about such behavior and nothing is done to rectify the situation, he or she may turn to the law for justice.

After claiming to have been subjected to sexual harassment, one women is fighting back and naming several defendants in her case. She asserts that she worked for the defendants in a variety of positions, and each of the companies were owned by her former supervisor. While working, she stated that she was subjected to sexual comments and advances daily. The plaintiff also claims that she was afraid of her boss' behavior because he had been known to have angry rants and even endanger her with a gun.

She claims that she told her boss to stop, but the behavior only continued. Ultimately she lost her job. She believes her firing was directly related to turning down her boss' unwanted advances and bringing forth her sexual harassment complaint. The defendants stated that her claims are unfounded, and the reason why she was fired was completely legitimate and had nothing to do with her complaints.

A judge currently ruled that, unless both the parties were in court or in depositions, they were required to stay 100 feet away from one another. The plaintiff is accusing the defendants of retaliating against her for her sexual harassment complaints, and she is asking to be awarded more than $200,000. If a Texas worker is made o feel uncomfortable and believes that he or she is the victim of harassment, the incident should be brought forth according to company protocol. Should the behavior continue, the worker may choose to pursue legal action to have the activity cease. In successfully navigated cases, the claimant may be awarded monetary damages for all of the emotional strain and distress as well as any other redress deemed just by the court.

Source: madisonrecord.com, "Boss and former employee litigating a sexual harassment case have agreed to keep a distance from each other", Heather Isringhausen Gvillo, Jan. 13, 2015