When most people think about workplace sexual harassment, they assume that the victim is a woman and the perpetrator is a male in a higher-ranking position. Although this situation does describe a great number of sexual harassment cases, this is not the only type of sexual harassment that exists. Men can also be victims of sexual harassment at the hands of both women and other men.

In one survey, 10 percent of male respondents reported having been sexually harassed at work. Furthermore, almost one out of every five sexual harassment complaints filed with the Equal Employment Opportunity Commission (EEOC) are filed by men. Although men and women receive equal protection under the law against workplace sexual harassment, male sexual harassment victims often face different obstacles than female victims do.

Men May Hesitate to Report Sexual Harassment Due to Fears About Being Taken Seriously

In the movie “Horrible Bosses,” Jennifer Aniston plays an aggressive and exceedingly sexually-forward dentist. Throughout the movie, she repeatedly attempts to convince her male dental hygienist to have sexual relations with her—even going so far as grabbing the hygienist’s genitals against his will in one scene and locking him in a room with her in another scene. Although this comedy received positive reviews, many people have suggested that the audience would not have reacted the same way to this harassing behavior if the perpetrator was the male character and the female was the victim.

If you are a single parent, you know just how hard it can be to manage child-rearing expenses on your own. In Illinois, both parents are responsible for the costs associated with raising a child – even if those parents who are divorced or never married. Child support is typically paid by the parent with less parenting time to the parent with more parenting time in order to share child-related costs between parents. Unfortunately, some parents do not take their child support obligation seriously. They skip payments, do not pay in full, or they use excuse after excuse to avoid financial responsibility. If your child’s other parent is neglecting his or her child support obligation, a family law attorney can help.

Only Court-Ordered Child Support Payments are Enforceable

Some parents assume that they do not need to get a formal child support order from the court. They may think that establishing child support through the court is a waste of time and that they can simply agree on a child support arrangement casually. Unfortunately, the court has no authority to enforce “handshake” agreements for child support. This is why it is crucial for single parents to file an official petition for child support with the court. If you are a mother who is seeking child support from a father who is not listed on the child’s birth certificate, you may need to establish legal paternity before you are eligible for child support.

Filing a Motion for Enforcement of a Child Support Order

If a parent is not paying court-ordered child support, the recipient parent will need to file a motion for post-decree enforcement of child support. The court has the authority to take several actions against him or her. The non-paying parent may be subject to:

Over the last few years, sexual harassment and other types of sexual misconduct have become extremely hot-button issues, and for good reason. However, there is often a great deal of confusion regarding what the various terms used to describe the types of misconduct actually mean—at least when it comes to the law. For example, it is not uncommon to hear someone complain about being sexually harassed on the street or in a bar, but “sexual harassment” is not a criminal offense in Illinois. There may be other criminal offenses that encompass harassing behavior of a sexual nature, but none is called “sexual harassment.”

Sexual harassment, according to its legal definition, is a type of sex-based employment discrimination, and it includes several kinds of behavior. A manager who requests sexual favors in return for a promotion or workplace perks may be guilty of sexual harassment. Similarly, a group of workers who foster an environment of sexually-charged comments and jokes could also be committing acts of sexual harassment. If you have experienced sexual harassment at work, you have the right to take action, and such action could eventually take the form of a lawsuit. But, should you sue just your employer? Or, should you name individual managers or supervisors and attempt to hold them personally liable as well?

Complexities of Law

In general, if you are filing a sexual harassment claim under Title VII of the Civil Rights Act of 1964, your manager or supervisor is not likely to have individual liability, even if he or she was the primary perpetrator of the harassment in question. Instead, your claim would be filed against your employer, and you could name the individual in your description of what happened. However, if you are filing a sexual harassment claim under the Illinois Human Rights Act, you could file a claim against the individual harasser.

As a parent, you will always want what is best for your child. By law, you also have a number of rights and responsibilities related to his or her upbringing and support. Exercising your parental rights can be challenging in the wake of divorce, especially if your ex-spouse has been allocated a majority of the parenting time and decision-making authority. When your ex-spouse gets remarried, your situation can become even more challenging, especially if his or her new partner expresses interest in legally adopting your child. If you are concerned about your parental rights being threatened, there are some steps that you can take to protect yourself.

Stepparent Adoption Requires Consent

In order for your ex’s new spouse to adopt your child, in most situations, you must grant voluntary consent. This means that you willingly terminate your parental rights and responsibilities for your child, as the law permits a person to have only two legal parents. A stepparent adoption is not a mere formality; it expressly transfers full parental authority and creates a legal parent-child relationship between your son or daughter and the stepparent.

It is your choice whether to grant your consent to a stepparent adoption. If you agree to it, you will no longer have any legal standing to request visitation or to make decisions regarding your child. Your ex-spouse and his or her new spouse may allow you to remain a part of the child’s life, but the court cannot force them to do so. If you refuse to consent, the case is all but closed. Your refusal can only be overridden by a finding that you are an unfit parent, and the involuntary termination of your parental rights.

 Sexual harassment in the workplace continues to be a major problem throughout the United States. Hostile work environment sexual harassment and quid pro quo sexual harassment are in violation of the Civil Rights Act of 1964 as well as several other state, local, and federal laws. However, many victims of sexual harassment are afraid to report instances of sexual harassment because they have signed a non-disclosure agreement. If you or someone you know has suffered workplace sexual harassment, an experienced sexual harassment lawyer can help you understand your rights and ensure these rights are protected.

How Are Non-Disclosure Agreements Used in Sexual Harassment Settlements?

A non-disclosure agreement (NDA) is a legally binding contract that limits the information that one or more parties is allowed to share. NDAs are often used in business transactions such as business purchases so that a party cannot misuse confidential information it learns about a company. However, NDAs can also influence sexual harassment cases, as they are often used in sexual harassment settlements.

When a victim of sexual harassment suffers financial such as lost income, the victim’s employer may be forced to compensate the victim for this financial harm. Sexual harassment settlements often include non-disclosure agreements that prohibit the victim from disclosing the amount of money he or she gained in the settlement or other details about the case. An NDA can also limit what information the employer may share about a sexual harassment case.