Sexual harassment is not only deeply inappropriate, it is also unlawful. In Arizona, individuals are protected by law from sexual harassment, whether it occurs in the workplace, at home, or in a public space. Knowing the law helps you prepare to take action against the perpetrator and can also help you reclaim your sense of safety.

Priscilla Frisby believes that no one should ever feel unsafe. If you’re a victim of sexual harassment in Arizona, this guide will help you understand and protect your rights while learning more about the legal actions you can take to get justice.

What Is Sexual Harassment?

Sexual harassment refers to unwanted sexual behavior that creates an intimidating, hostile, or frightening environment. Sexual harassment can take many forms; some are very clear, while others may be subtle. The most common examples of sexual harassment are:

• Unwelcome sexual advances or requests for any type of sexual favors
• Obscene comments, jokes, or gestures
• Undesirable touching or physical contact
• Displaying sexual graphics or sharing sexual content
• Retaliation after advances are rejected

Understanding Sexual Harassment Laws in Arizona

In Arizona, sexual harassment is prohibited under both federal and state law. These laws protect people from sexual harassment in educational institutions, professional environments, and public or private settings.

Federal Protection: Title VII of the Civil Rights Act

As per Title VII of the Civil Rights Act of 1964, sexual harassment is considered discrimination based on sex. It applies to companies having 15 or more employees. This Federal law is enforced by the Equal Employment Opportunity Commission (EEOC).

State Protection: Arizona Civil Rights Act

The Arizona Civil Rights Act (ACRA) is a law providing protection against sexual harassment at the state level. Sexual harassment complaints in the state are handled and investigated by the Arizona Civil Rights Division (ACRD).

Both the federal and state law classify supervisors, coworkers, and non-employees (like customers or clients), where the employer is aware and takes no action, as the sources of harassment.

Types of Sexual Harassment

1. Quid Pro Quo Harassment

When a person in power, like an employer or senior, demands sex in return for receiving employment benefits like promotions or job security, it is considered a case of quid pro quo harassment.

2. Hostile Work Environment

When unwelcome sexual behavior by the employer, coworkers, or clients creates an intimidating or offensive work environment, it is considered hostile work environment harassment.

It does not have to involve direct action; constantly making jokes, saying inappropriate things, or touching someone improperly all fall under hostile work environment harassment.

Steps to Take if You’re a Victim of Sexual Harassment

If you have been a victim of sexual harassment at work or elsewhere, it is important to take immediate action to defend your rights. Follow these steps:

1. Keep a Record of Everything

Maintain a record of the dates, times, locations, witness names, and details of what was said or done. Keep any emails, texts, or pictures related to the incident or harassment as proof.

2. File a Harassment Report

To report sexual harassment, follow the guidelines set by your employer to file a harassment report. It may involve getting in touch with a supervisor or the HR department. You can also formally complain to the EEOC or ACRD if your employer or company does not take any action, or if you face retaliation for filing the complaint.

3. Seek Legal Advice

A knowledgeable and experienced lawyer specializing in harassment cases can help you understand your options. Priscilla Frisby can help you seek justice by filing a lawsuit and representing you.

Filing a Complaint: EEOC and ACRD Process

You can file a complaint with either the ACRD or the EEOC. The agencies follow a dual-filing system, allowing them to collaborate to ensure your case is protected by both federal and state law.

How It Works:

1. Filing of the document should be done within 180 days of the incident (or 300 days if federal law is applicable).
2. The agency looks into the claim.
3. If proof of harassment is discovered, they assist in resolving it or issue a letter that enables you to file a lawsuit.

Understanding Retaliation and Your Rights

Retaliation by an employer against you for reporting harassment or taking part in an investigation is illegal. Retaliation can be in the form of:

• Termination or demotion
• Reduced pay or lower working hours
• Exclusion from opportunities or meetings
• Harassment from coworkers following a complaint

If you experience any of the above after filing a sexual harassment complaint, you have the right to file another lawsuit for retaliation.

Schedule a Consultation With Priscilla Frisby Today

You do not have to deal with sexual harassment alone. Sexual harassment laws in Arizona work towards safeguarding your rights, and Priscilla Frisby is here to ensure that those rights are respected.

Get in touch with Priscilla Frisby immediately if you are a victim of sexual harassment. She is an experienced harassment lawyer, and she will fight for your rights and your safety.

FAQs About Sexual Harassment Laws in Arizona

1. What should I do first if I’m being sexually harassed at work?

If you are a victim of sexual harassment at work, keep a record of every occurrence and notify your manager or the HR department. Get in touch with a harassment lawyer or submit a complaint to the ACRD or EEOC if the problem is not resolved by the employer or HR.

2. Can I be fired for reporting sexual harassment?

No. It is illegal under both federal law and Arizona state law to retaliate against an employee for reporting harassment.

3. How long do I have to file a complaint in Arizona?

In Arizona, you need to file a complaint within 180 days of the incident. Federal law allows 300 days to file a complaint.

4. Do sexual harassment laws cover verbal harassment?

Yes, under Arizona harassment law, unwanted remarks, jokes, or sexually suggestive verbal advances are also considered harassment.