No one should ever be expected to tolerate sexual harassment in the workplace. Discrimination on the basis of sex and gender violates Title VII of the Civil Rights Act and numerous other federal and Illinois state laws. Unfortunately, many employees are unaware of their right to report harassment. Quid pro quo sexual harassment is one type of harassment prohibited by the Equal Employment Opportunity Commission. If you have been a victim of quid pro quo or another type of sexual harassment at work, contact a sexual harassment attorney for help.

Victims of Quid Pro Quo Harassment May Be Employees or Potential Employees

The term “quid pro quo” is a Latin phrase that roughly translates to “this for that.” Quid pro quo sexual harassment occurs when an employer, supervisor, or another person of authority attempts to trade a job-related benefit for sexual contact. The harassing party may imply or outrightly state that an employee will gain a favorable shift, work assignment, positive performance review, promotion, salary increase, or other work-related advantages if he or she tolerates the harassing party’s sexual advances. The harassing party may also threaten negative work consequences, such as a poor performance review or termination, if the employee does not submit to the sexual advances.

A victim of quid pro quo can also be a potential employee who has not yet been hired by the company. For example, an interviewer may make a pass at an applicant during a job interview and imply that the applicant will be hired if he or she complies with the sexual advances. It is very important to note that words, as well as actions, may constitute quid pro quo sexual harassment. An employer or supervisor does not have to explicitly state that a work benefit is contingent upon sexual contact in order to be guilty of quid pro quo harassment.

By now, most people are fully aware that sexual harassment is a type of workplace discrimination that should not be tolerated. When it becomes public knowledge that a company or employer allowed such harassment to continue, that company is often the subject of public scrutiny and boycotts in addition to claims for damages by the victims in question. But, what about the victims themselves? Unfortunately, being a victim of sexual harassment can cause a variety of health issues that could last for many years to come.

Mental Health Concerns

The laws that address sexual harassment in the United States are primarily focused on the responsibility of employers to prevent, identify, and address instances of sexual harassment as a form of employment discrimination. The reality, however, is that the behaviors that constitute sexual harassment are actually forms of physical or emotional abuse. Therefore, it should come as little surprise that sexual harassment victims often suffer serious mental health effects.

Spousal maintenance, spousal support, and alimony are all terms used to describe payments that one spouse may be ordered to pay to the other spouse as a result of a divorce. Typically, spousal maintenance is awarded when one spouse lacks sufficient income to support themselves in the lifestyle they have grown accustomed to during the marriage. Spousal maintenance may be awarded based on the directions contained in a prenuptial agreement, postnuptial agreement, or other valid marital agreement or it may be awarded on a case-by-case basis by the court. If you have reason to believe that you or your spouse will have to pay spousal support, you may have many questions about the amount and duration of the payments.  

When Does an Illinois Court Award Spousal Support?

If no valid marital agreement describes a spouse’s maintenance obligation, the court will decide whether or not maintenance is appropriate and necessary by weighing a number of factors. These factors typically include but are not limited to:

If you are planning to divorce and you and your spouse share children, you will be asked to agree on a parenting plan as part of the divorce process. The parenting plan, or parenting agreement, describes each spouse’s rights and responsibilities, including scheduled parenting time. Reaching an agreement about the terms of the parenting plan is often a difficult task for divorcing couples. Mediation is one type of alternative dispute resolution that is often useful in resolving disagreements regarding child-related issues such as the allocation of parental responsibilities and parenting time.

Mediation Is Usually Less Expensive and Less Stressful Than Litigation

When a divorcing couple cannot reach an agreement about the terms of their divorce, the case may go to trial. Courtroom litigation can be an expensive and demanding process. Mediation is typically less traumatic for both parents and children, and considerably less expensive than litigation.

Mediation Allows Parents to Be in Control of Their Parenting Arrangement

If parents are able to reach an agreement regarding child custody through mediation, the parents themselves are the ones who will determine the allocation of parental responsibilities and parenting time. When parents are deeply involved in making the child custody decisions instead of the decisions being handed down by a judge, they may be less likely to violate the terms of the parenting plan in the future.

Sexual harassment is a type of sex-based employment discrimination that violates both federal and state law. The Equal Employment Opportunity Commission estimates that about one out of every four U.S. workers have been affected by sexual harassment at work. Nobody should have to tolerate sexual harassment. However, it often goes unreported due to misinformation and fear of retaliation. Although it is expressly against the law for an employer to retaliate against a worker for making a harassment or discrimination complaint, it is not uncommon for an employer to exact revenge on an employee for reporting sexual harassment. When an employee suffers some type of harm or injury due to sexual harassment, a sexual harassment lawsuit may help him or her receive compensation.

When is a Successful Sexual Harassment Claim Possible?

There are two types of sexual harassment claims according to the law: hostile work environment harassment and quid pro quo harassment. The former involves sex-based or derogatory communication and behavior while the latter involves a superior attempting to gain sexual contact in exchange for work-related advantages.

When an employee suffers sexual harassment, he or she should report the harassment to the appropriate individual or department—typically the human resources department. If the employer does not address the harassment and take steps to prevent further harassment, the company may be liable for damages. It is important to note that an employer cannot take steps to address sexual harassment if he or she is not aware of the issue.