Practice Areas
Minnesota Sexual Harassment Lawyer
Sexual Harassment in the Minnesota Workplace
Employees have the right to work without unlawful sexual harassment.
Sexual harassment can involve unwanted sexual advances, sexual comments, requests for sexual favors, sexually motivated physical contact, or other conduct of a sexual nature that affects an employee’s workplace.
Paul Lelii Law Office represents Minnesota employees who have experienced sexual harassment, hostile work environments, unwanted sexual conduct, and retaliation after reporting harassment.
What Is Sexual Harassment Under Minnesota Law?
The Minnesota Human Rights Act defines sexual harassment to include unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact, and other verbal or physical conduct or communication of a sexual nature under circumstances defined by the statute. (MN Revisor’s Office)
Sexual harassment commonly falls into two general categories:
Quid Pro Quo Sexual Harassment
This can occur when employment opportunities or consequences are tied to accepting or rejecting sexual conduct.
Examples may include:
- A supervisor requesting sexual favors in exchange for favorable treatment.
- Threatening an employee’s job after rejecting advances.
- Conditioning promotions, schedules, assignments, or other benefits on a sexual relationship.
Hostile Work Environment Sexual Harassment
A hostile work environment may arise from unwelcome sexual conduct that unlawfully interferes with employment or creates an intimidating, hostile, or offensive workplace.
The entire workplace environment matters.
Examples of Sexual Harassment
Depending upon the circumstances, sexual harassment may include:
- Unwanted touching or kissing.
- Sexual propositions.
- Requests for dates after an employee has expressed disinterest.
- Sexual jokes or comments.
- Repeated comments about an employee’s body or appearance.
- Sexually explicit messages or photographs.
- Sexual gestures.
- Pornographic or sexual material in the workplace.
- Repeated sexual communications outside normal work interactions.
- Threats or employment pressure connected to sexual conduct.
Not every inappropriate workplace interaction creates a legal claim. The facts, frequency, severity, workplace relationship, employer knowledge, and effect on employment all matter.
Harassment by Supervisors, Coworkers, or Others
Sexual harassment can involve:
- Supervisors.
- Managers.
- Coworkers.
- Executives.
- Customers.
- Vendors.
- Other persons encountered through employment.
Employer liability depends on the circumstances, including who committed the harassment, what the employer knew or should have known, and how the employer responded.
Retaliation for Reporting Sexual Harassment
Employees are also protected against retaliation for opposing unlawful sexual harassment or participating in an investigation or proceeding concerning discrimination. Minnesota law specifically prohibits reprisal against individuals who oppose conduct prohibited by the Minnesota Human Rights Act or participate in proceedings under the Act. (MN Revisor’s Office) Retaliation may include:
- Termination.
- Demotion.
- Reduced hours.
- Discipline.
- Negative evaluations.
- Loss of responsibilities.
- Threats or intimidation.
- Isolation.
- Pressure to resign.
A harassment complaint followed by a sudden change in treatment should be examined carefully.
Documenting Sexual Harassment
Evidence may include:
- Text messages.
- Emails.
- Written complaints.
- Human resources communications.
- Witnesses.
- Performance records.
- Calendars.
- Written notes made close in time to the events.
- Evidence showing how management responded after receiving a complaint.
Employees should preserve evidence legally and should avoid violating workplace confidentiality or document-retention policies.
Damages in a Sexual Harassment Case
Depending upon the applicable law and facts, potential remedies can include:
- Lost wages.
- Lost benefits.
- Emotional-distress damages.
- Compensatory damages.
- Punitive damages where legally available.
- Reinstatement or other equitable relief.
- Attorney’s fees and costs.
Speak With a Minnesota Sexual Harassment Attorney
Sexual harassment cases often turn on evidence, credibility, timing, employer knowledge, and what happened after the employee objected or complained.
Early legal advice can help protect important evidence and determine whether the conduct violates Minnesota or federal employment law.
Paul Lelii Law Office represents Minnesota employees in sexual harassment and retaliation cases.
Call 1-888-401-5291 to discuss your situation.