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What constitutes sexual harassment?

Google employees walked out of work this past week to protest claims of sexual misconduct and harassment. They were part of an organized walkout at Google facilities across the world in response to a $90 million exit package given to the Android Software creator without disclosing it was due to an employee’s accusation of sexual harassment. A handful of Atlanta employees also shared stories of alleged harassment at Google.

According to Google's CEO, in the last two years 48 people have been fired for sexual harassment without receiving exit packages.

The Me-Too movement has brought to light the prevalence of work-place sexual harassment. While many employers have implemented programs to address sexual harassment and reduce its occurrence, many employees still report inappropriate workplace conduct.

Title VII of the Civil Rights Law of 1964 prohibits sexual discrimination at work. Courts have interpreted sexual discrimination to include sexual harassment. What constitutes sexual harassment is not clearly defined – it is determines on a case-by-case basis. A single instance of name calling, a request for a date, or a leering look is likely insufficient to constitute “sexual harassment.” However, you may have a strong case of sexual harassment if you are able to show that you have been subjected to unwelcome conduct that creates a hostile environment, and this conduct is sufficiently severe and pervasive to alter the terms and conditions of your employment.

If you believe you have been subjected to sexual harassment at work it is important to consult with an experienced Atlanta sexual harassment attorney immediately to determine your rights.

For more information, please contact the dedicated Atlanta employment law attorneys at Buckley Beal, LLP for an immediate consultation.