Sexual Harassment

The best way for an employer to prevent sexual harassment litigation is to be ready to demonstrate in court that the employer took steps to train and educate employees, while offering them solutions to problems that do occur in a workplace from time to time. Training employees means empowering them to confront and put a stop to unwanted sexual advances or a hostile work environment with the full support of their managers.

If an employee has received this type of training but failed to seek help in the face of alleged sexual harassment, that employee will not likely have a viable claim to bring against the employer. Employees who believe they have experienced sexual harassment need to take responsibility to report it before they have the right to file a claim against an employer.

Serving Business Owners In the Dallas Area

Educating our clients on how to educate their employees is a large part of what we do at Key Harrington Barnes PC in Dallas. It is likewise critical for employers to understand their obligation to respond appropriately when employees complain of quid pro quo sexual harassment as well as hostile work environments.

The way an employer conducts an investigation and reacts in a timely and fit manner can greatly limit or eliminate any liability on the part of the employer. The responsibility of an employer with regard to claims of sexual harassment in the workplace applies whether the alleged harassment comes from an employee, a volunteer, a vendor or a customer. Our law firm advises business owners on how to prevent sexual harassment, educate employees and respond to claims or lawsuits against the employer.

Contact A Dallas Sexual Harassment Attorney

We invite you to schedule a confidential consultation to discuss how our experienced sexual harassment defense attorneys can assist you with resolving your employee relations issues. Please call us at 214-615-7925, or fill out our intake form, and we will contact you. We are confident that one of our Texas lawyers can meet your business's legal needs.