Sexual Harassment

Sexual harassment is one of the most damaging workplace problems an organization can face, and one of the most personally costly experiences an employee can go through. Under federal law and Georgia law, two main types of sexual harassment can give rise to a legal claim: quid pro quo harassment, where job benefits are tied to sexual conduct, and hostile work environment harassment, where the workplace becomes so pervaded by unwelcome conduct that it changes the conditions of employment.

The cases that get to court are usually the worst examples. The reality of most situations is messier, a pattern of comments, a complaint that didn’t get taken seriously, a manager who never knew what to do, a small problem that grew into a large one because no one stepped in early.

For employers, the goal is to prevent harassment before it happens and to handle complaints decisively when they do. That means written anti-harassment policies that are actually followed. Training that’s more than a video. Multiple complaint channels so an employee isn’t required to report to the person they’re complaining about. Internal investigations that are prompt, thorough, and documented. Discipline that’s consistent with the findings. And follow-up to make sure the conduct doesn’t continue and the complainant isn’t retaliated against. Victoria helps Georgia employers build these systems, conducts sensitive investigations when situations arise, and defends against claims when matters escalate.

For employees, sexual harassment matters often arrive at the hardest moment of someone’s career. The decision to come forward, internally, to the EEOC, or in court, is personal, and it depends on more than just whether the conduct was illegal. It depends on what evidence exists, what the employer’s response was, what the employee actually wants out of the situation, and what real options are available. Victoria works with employees to assess the situation honestly, to pursue the path that fits, and to handle the matter with the care and discretion it deserves.

The handling of a sexual harassment matter, by either side, often matters more than the underlying facts. Victoria approaches this work with the seriousness it requires.