If you’re dealing with sexual harassment at work in Oregon, you don’t have to go through it alone. Oregon law provides strong protections for employees, and Meyer Employment Law is here to help you use those protections to protect your job, your income, and your dignity.
Meyer Employment Law is an employment-law firm that represents employees only in workplace harassment, discrimination, and retaliation cases. We help Oregon workers understand their rights, make a plan, and take action against unlawful harassment.
If you’re unsure whether what you’re experiencing “counts” as sexual harassment or illegal workplace harassment, that’s exactly the kind of question we handle every day.
Answer a few quick questions to spot common red flags for workplace sexual harassment under Oregon and federal law. This tool is educational only and not legal advice, but it may help you decide whether to talk to an attorney about what’s happening at work.
This quiz is for general educational purposes only and does not create an attorney–client relationship. For advice about your specific situation, speak with an employment attorney licensed in your state.
Sexual harassment is a form of sex discrimination that violates both federal law (Title VII of the Civil Rights Act of 1964) and Oregon law when it occurs in the workplace. It doesn’t always look like the extreme examples you see in movies.
• Quid pro quo harassment
Someone with power over your job — such as a manager, owner, or supervisor — ties promotions, raises, shifts, assignments, or even keeping your job to sexual advances or favors. This can be explicit (“sleep with me or you’re fired”) or much more subtle.
• Hostile work environment
Repeated or severe conduct that makes the workplace intimidating, hostile, or offensive. This can include:
– Unwanted sexual advances or propositions
– Sexual jokes, comments, or “banter”
– Sharing explicit images or messages
– Inappropriate touching or invasion of personal space
• Harassment related to sex, pregnancy, or sexual orientation
Harassment does not have to be explicitly sexual to be illegal. Comments, behavior, or unequal treatment because of your:
– Sex or gender
– Gender identity
– Sexual orientation
– Pregnancy or related medical conditions
can all contribute to an unlawful hostile work environment.
If any of this sounds familiar, it’s worth talking to an Oregon sexual harassment lawyer about your options.
Contact us to schedule a free, confidential consultation.
You may have a potential claim if, for example:
• You’ve been subjected to unwelcome sexual advances or comments at work.
• Your supervisor or someone in authority hints that your job benefits depend on going along with sexual behavior.
• You regularly hear sexual jokes, see explicit materials at work, or are exposed to crude comments about your body or sex life.
• You’re treated worse because of your sex, gender identity, sexual orientation, or pregnancy.
• You feel anxious or fearful going to work because of someone’s ongoing conduct.
You don’t have to be physically touched for the law to protect you, and you don’t have to use any “magic words” when you report what’s happening. What matters is the pattern and impact of the conduct.
During an initial consultation, we will listen to your story, help identify the legal issues, and explain what options may be available under Oregon and federal law.
When you contact Meyer Employment Law about sexual harassment or other workplace harassment, our role is to guide you through a difficult situation and protect your rights at every stage. Depending on the facts, we may:
Listen to your experience and help clarify the timeline of what happened.
Explain your rights under Oregon and federal law in plain language.
Help you understand internal complaint options and external options (such as BOLI or EEOC).
Advise you on how to document ongoing harassment and preserve important evidence.
Communicate with your employer, their insurance company, or their attorneys on your behalf.
File administrative charges or a lawsuit when appropriate to pursue compensation and accountability.
Our goal is to reduce your stress, make the process as clear as possible, and work toward a result that makes sense for you.
If you’re ready to talk with an attorney, contact us online for a free consultation.
If you’re currently experiencing sexual harassment or other unlawful harassment at work, consider taking these steps:
• Document incidents
Write down dates, times, locations, what was said or done, and who was present. Save texts, emails, messages, screenshots, and photos where appropriate.
• Review your employer’s policies
Look at your employee handbook or harassment policy so you understand any internal reporting procedures.
• Think carefully about internal complaints
Internal complaints can be important, but they also need to be handled strategically. Talking with an attorney before or shortly after you report can help you avoid missteps.
• Protect your mental and physical health
Harassment can take a serious toll. Consider seeking support from a healthcare provider or counselor, and let them know what is happening at work.
• Talk to a lawyer as soon as you can
Strict and sometimes short deadlines can apply to harassment-related claims. A lawyer can help you understand those deadlines and your options.
You don’t have to wait until things get “bad enough” to call a lawyer. If you’re asking yourself whether this is harassment, it’s a good time to get legal advice.
When you’re choosing someone to stand up to your employer, experience and focus matter. At Meyer Employment Law, we:
• Represent employees only, never employers.
• Handle workplace harassment, discrimination, and retaliation cases across Oregon.
• Offer free, confidential consultations to employees facing harassment.
• Often handle these cases on a contingency fee basis, meaning attorney fees may be paid from a financial recovery rather than up front, depending on the case.
• Understand the pressure, fear, and uncertainty that come with speaking up against harassment.
You should feel comfortable with the lawyer you choose. We make space for you to ask questions and talk honestly about your goals and concerns.
You don’t have to gather every piece of evidence before you talk to a lawyer, but certain documentation can be very helpful. We work with clients to identify and organize evidence such as:
Written Records – Emails, texts, chat messages, social media messages, notes with dates and times – Helps establish a timeline and shows what was said in the harasser’s own words.
Witness Information – Names and contact information for coworkers who saw or heard the harassment or retaliation – Backs up your account and shows this isn’t just “your word against theirs.”
Company Policies – Employee handbook, anti-harassment policy, complaint procedures, disciplinary records – Shows what your employer says it will do and whether it followed its own rules.
Work Records – Performance reviews, schedules, write-ups, demotions, changes in hours or pay – Shows changes in your job situation, especially after you report harassment.
Medical or Therapy Records – Documentation of anxiety, depression, sleep problems, or other health effects – Helps prove emotional distress and other damages caused by harassment.
Keep personal copies of important documents where your employer cannot alter or delete them. If you’re unsure what to save or how to save it safely, an attorney can help you make a plan.
Meyer Employment Law represents employees throughout the state of Oregon. Whether you live or work in Portland, Eugene, Salem, Beaverton, Tigard, Gresham, Hillsboro, Bend, or Medford, or in another Oregon community, we can review your situation and help you understand your options.
We regularly handle sexual harassment, hostile work environment, discrimination, and retaliation claims for employees across Oregon, and we can meet with you by phone or video if it’s hard to travel to our office.
What’s the difference between harassment and discrimination?
Harassment is the offensive conduct itself — unwelcome sexual advances, comments, jokes, slurs, or treatment that creates a hostile work environment. Discrimination is when your employer’s decisions about hiring, firing, pay, promotion, or other job conditions are based on a protected characteristic, such as sex, race, or age. In many cases, harassment and discrimination overlap.
Can harassment occur outside of work hours or away from the office?
Yes. Work-related events, client dinners, business trips, company parties, and work-related social media or messaging can all be part of a harassment claim if there is a connection to your job or your coworkers. A late-night text from your supervisor may still be workplace harassment.
Does harassment have to be sexual to be illegal?
No. Harassment based on any protected characteristic can be unlawful, even if there is nothing explicitly sexual about it. For example, demeaning comments about a woman’s abilities, repeated jokes about someone’s sexual orientation, or hostile treatment related to pregnancy can all contribute to an illegal hostile work environment.
Do I have to report harassment to HR before calling a lawyer?
Not necessarily. Many employers have policies encouraging internal reporting, and that can be important in some situations. However, you’re allowed to talk to a lawyer at any time, including before you complain internally. An attorney can help you decide how and when to report, and what to say, so that your rights are protected.
Do I need to file with BOLI or the EEOC before suing?
Many harassment and discrimination claims involve filing with the Oregon Bureau of Labor and Industries (BOLI) and/or the Equal Employment Opportunity Commission (EEOC) before a lawsuit. Which path is best for you depends on the details of your situation. There are specific deadlines for these filings, so it’s important to speak with a lawyer as soon as you can.
What if the harassment happened a long time ago?
Even if the worst incidents happened months or years ago, you may still have options, especially if the harassment continued over time or if you are still experiencing the effects. Because deadlines and rules can be complex, the safest approach is to talk with an employment attorney promptly and get advice tailored to your situation.
Do I need a lawyer if I just want the harassment to stop, not sue?
You don’t have to file a lawsuit to benefit from legal advice. Many people contact us simply because they want the harassment to stop without losing their job. A lawyer can help you understand your options, communicate with your employer, and take steps to protect you from retaliation — whether or not you decide to sue.
What should I bring to my first meeting with a sexual harassment lawyer?
If you can, bring: a timeline of key events, copies of relevant emails or texts, your employee handbook or policies, any written complaints you have made, and the names of potential witnesses. If you don’t have all of this, that’s okay — the most important thing is to reach out. We can help you figure out what else may be useful.
Sexual harassment is one of the most visible forms of harassment, but it is also illegal to harass an employee because of other protected characteristics.
Meyer Employment Law represents employees who have been subjected to workplace harassment or hostile work environments based on:
• Race
• Color
• National origin
• Age
• Gender
• Pregnancy
• Marital status
• Family relationship
• Genetic information
• Status as an injured worker (invoking the workers’ compensation system)
• Sexual orientation
• Gender identity
• Religion
• Status as a victim of domestic violence
• Disability
• Whistleblowing
• Opposition to unsafe working conditions
• Equal pay issues
• Certain criminal history–related issues
• Uniformed services (USERRA)
• Exercising rights under medical leave laws (OFLA and/or FMLA)
• Exercising rights under military leave laws (including the Oregon Military Family Leave Act)
If you are being targeted or mistreated at work because of any of these characteristics or because you spoke up about unlawful conduct, we can help you evaluate your options.
Every case is different, but depending on the facts, possible outcomes can include:
• Stopping the harassment
Ensuring that the harassment ends and that you can work without ongoing abuse or intimidation.
• Workplace changes
Policy changes, training, reassignment, or removal of the harasser to help prevent future misconduct.
• Financial compensation
This may include lost wages, lost benefits, emotional distress, and in some cases other damages, as allowed by law.
• Career restoration
In appropriate cases, remedies can include reinstatement, promotion, back pay, or other measures designed to repair harm to your career.
Your priorities matter. Some clients primarily want safety and an exit plan; others want to stay and fix the workplace; others focus on financial accountability. We will talk with you about what matters most to you and tailor our strategy accordingly.
Dealing with sexual harassment at work is exhausting and isolating. Oregon’s laws are designed to protect you, but they are complex — and deadlines can be strict. You don’t have to figure this out on your own.
Meyer Employment Law represents Oregon employees in sexual harassment and other workplace harassment cases. We will listen to your story, explain your rights, and help you decide on next steps that make sense for you.
Contact us for a free, confidential consultation
with an Oregon sexual harassment lawyer.
The sooner you reach out, the more options you may have — for yourself and for others who may be experiencing the same treatment.
In today’s digital workplace, harassment often leaves a trail. One of the most powerful forms of proof is a text message, which can document behavior that might otherwise go unreported or denied. If you’ve received inappropriate or unwanted texts from a coworker or supervisor, those messages may serve as crucial evidence in a sexual harassment
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