Today, it is not unusual to see stories about sexual harassment or sexual misconduct on the front page of newspapers—or, perhaps more accurately, internet news feeds. This has not always been the case. For many years, sexual harassment was largely a taboo topic. Countless victims suffered in silence while the perpetrators and their employers were never held responsible for their actions.

While the modern-day discussion of sexual harassment was prompted, to a large extent, by the allegations against film mogul Harvey Weinstein and the resulting #MeToo movement, many historians suggest that specific allegations made almost 30 years ago were instrumental in creating awareness of sexual harassment for the first time in the United States.

Sex Talk on Television

In 1991, a former U.S. Department of Education staffer testified before the United States Senate Judiciary Committee regarding how she had been treated by her former boss. The woman’s name was Anita Hill, and her boss was a Supreme Court nominee and federal judge Clarence Thomas. Ms. Hill worked as attorney-adviser to Thomas when he was the Assistant Secretary of the Education Department’s Office for Civil Rights beginning in 1981. Thomas was named chairman of the U.S. Equal Opportunity Commission (EEOC) in 1982, and Hill went with him as an assistant. She would leave that job in 1983.

When divorce proceedings begin, it can throw everything else in your life into a state of uncertainty. Life continues while the legal issues are getting worked out, with bills to pay and obligations to meet. Because of this, sometimes an Illinois court will order temporary relief to one spouse in order to get through the period of the proceedings, including temporary parental responsibilities, child support, or spousal support. 

Parental Responsibilities and Child Support 

Most temporary relief orders asked for in Illinois courts have to do with the arrangements for any children of a divorcing couple. It is common for one parent to seek a temporary order of parenting time simply to ensure the children are permitted to remain in their current situation. Forcing children to move abruptly, only to possibly return them to the previous situation, is generally held to not be in their best interests. Alternatively, parental responsibilities can be contested for more malicious reasons. For example, in some divorce cases, particularly those that are contentious, it is not unheard of for one parent to attempt to get possession of the children solely to cause a disruption in the lives of the children and the former spouse.

Child support is another major factor. The costs of raising a child cannot be paused while the divorce is ongoing, so a temporary order is often necessary. The court will generally assess the request by considering each parent’s income, the current situation, and the needs of the child. 

In recent years, sexual harassment and other types of sexual misconduct have taken center stage in the American public’s consciousness. A number of high-profile Hollywood personalities, comedians, politicians, and other figures have been accused of sexual harassment, sexual assault, and more.

Sexual harassment, however, is not limited to celebrities. In fact, it is probably taking place at a bar or restaurant near you—possibly even your own workplace.

A Dangerous Profession

According to various studies, bartenders are extremely vulnerable to non-fatal, on-the-job violence—the third-most of any profession. Only law enforcement officers and those who work in security-related jobs are more at risk. Unfortunately, a large portion of such violence is linked to sexual harassment.

High net-worth couples who are going through a divorce often face special issues that require extra planning and attention. Because of the complicated nature of the assets involved, care must be taken to divide the property in a way that does not compromise their value. Often, such couples also hope to keep the details of the divorce as private as possible for personal, safety, and business reasons.

Protecting Assets

Illinois law presumes that any asset acquired after the date of the marriage is a marital asset, subject to a few exceptions. In the absence of an agreement between the spouses, the law requires a judge to decide what is a marital asset and then divide those assets equitably. While there are certain legal factors a judge must consider when dividing assets, without proper preparation and representation, you risk having your assets undervalued or split in such a way as to diminish their value.

Divorce planning, asset valuation, and vigorous representation can help protect your assets and preserve them for the future. This means that with the help of your attorney, you may wish to assemble a team of financial professionals, including financial planners, appraisers, and others, whose knowledge and resources will be crucial in safeguarding your wealth and property.

Sexual harassment falls into two main categories. The first involves a manager, supervisor, or employer attempting to use his or her position as a means of gaining sexual favors from an applicant or current employee. The other category involves inappropriate actions that create a “hostile work environment.” In order to prove that you have been a victim of hostile work environment sexual harassment according to Title VII of the Civil Rights Act of 1964, you and your attorney will need to demonstrate that the harassment was “sufficiently severe or pervasive” to create an abusive workplace. Keeping a sexual harassment log is often the best way to ensure that you have accurate records of harassing incidents or behaviors.  

Record Every Instance of Harassment

A single inappropriate joke or remark most likely will not constitute sexual harassment according to the law. However, an employee should speak up about any statements and behaviors that are disparaging or discriminatory in nature. Even if these actions do not represent sexual harassment in the legal sense, they are still unacceptable. When discriminatory, derogatory, or offensive remarks or behavior become so commonplace that they change the nature of the work environment, the victim may have a valid sexual harassment claim. The best way to ensure that you will have the evidence you need for a sexual harassment complaint is to create a sexual harassment log. In your records, make sure to include information about: