The attorneys at Meyer Employment Law specialize in representing clients in employment harassment cases. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 and Oregon law when it occurs in the workplace.
Nobody should have to endure unwelcome sexual advances, inappropriate comments, or a hostile work environment. Yet here you are, searching for answers because someone crossed a line. If you’re dealing with sexual harassment at work in Oregon, you’re not alone—and more importantly, you have options.
Finding the right sexual harassment lawyer can feel overwhelming when you’re already dealing with stress, anxiety, and uncertainty about your job. But here’s the thing: Oregon has some of the strongest workplace protection laws in the country, and knowing your rights is the first step toward reclaiming your power.
Sexual harassment in the workplace isn’t always as obvious as Hollywood movies make it seem. Sure, the stereotypical boss demanding sexual favors in exchange for promotions exists, but harassment comes in many forms that might surprise you.
Quid pro quo harassment happens when someone in power makes your job benefits—like promotions, raises, or even keeping your position—dependent on requests for sexual favors. It’s the classic “sleep with me or you’re fired” scenario, but it can be much subtler too.
Hostile work environment harassment is more common and often harder to identify. This involves unwanted sexual advances or conduct of a sexual nature that makes your work environment intimidating, offensive, or downright uncomfortable. Think persistent sexual jokes, inappropriate touching, or coworkers sharing explicit images.
Here’s what many people don’t realize: harassment doesn’t have to be of a sexual nature to be illegal. Comments about a person’s sex, pregnancy status, or sexual orientation can all qualify as harassment under Oregon law.
Oregon takes workplace sexual harassment seriously. The Oregon Workplace Fairness Act of 2019 strengthened protections significantly, lowering the bar for what constitutes sexual harassment and extending protections to all workers—including independent contractors and unpaid interns.
Under Title VII of the Civil Rights Act of 1964 and Oregon’s employment law, you’re protected from harassment based on:
Your employer cannot engage in retaliation against you for reporting harassment. That means they can’t fire you, demote you, cut your hours, or make your work life miserable because you spoke up. Retaliation for reporting sexual harassment is another legal violation that employment law attorneys take seriously.
Think of it this way: harassment is the behavior itself—the unwelcome sexual advances, comments, or hostile work treatment. Workplace discrimination is when that behavior affects your job conditions, like being passed over for promotions because of your protected characteristics. They often go hand in hand, and both violate employment law.
Absolutely. Work-related events, client dinners, company retreats, even work-related social media interactions can all be settings where you might experience sexual harassment at work. If there’s a connection to your workplace, it counts. That inappropriate text from your supervisor at 11 PM? That’s harassment.
Not at all. This type of harassment based on any protected characteristic violates the Civil Rights Act of 1964. Gender-based harassment—like constantly questioning a woman’s technical abilities—can create a hostile work environment even without sexual content.
For most sexual harassment cases, yes. You typically need to file with the Oregon Bureau of Labor and Industries (BOLI) or the Equal Employment Opportunity Commission (EEOC) within 300 days and receive a “right to sue” letter. However, there are exceptions, and experienced employment attorneys can guide you through the best approach.
While initial inquiries might be kept confidential, formal complaints typically require your identity. However, Oregon law prohibits retaliation, and your attorney can help protect you throughout the process. The fear of exposure shouldn’t stop a victim of sexual harassment from seeking justice.
Oregon gives you one year from the date of the harassment to file with BOLI, while federal law allows 300 days. However, continuing harassment may reset these deadlines. Don’t assume it’s too late—consulting with a sexual harassment attorney can clarify your options.
While you can file complaints without representation, a qualified sexual harassment lawyer ensures your rights are protected and increases your chances of success. Many cases of sexual harassment resolve without going to court, but you want someone experienced in handling sexual harassment cases in your corner.
Certain red flags signal it’s time to get professional help immediately:
An experienced sexual harassment attorney can analyze your situation and help you understand whether the harassment is severe enough to warrant legal action.
Not all employment law practitioners are created equal. When choosing someone to fight for your rights, ask about:
Experience with sexual harassment cases: You want someone who knows this area of law inside and out, not a generalist dabbling in employment issues. Look for a team of sexual harassment attorneys who have successfully handled similar cases.
Track record: Ask about recent settlements and verdicts in Portland sexual harassment cases. While past results don’t guarantee future outcomes, they show the attorney’s capability in challenging sexual harassment.
Communication style: You should feel comfortable discussing intimate details of your experience. A good lawyer will guide you every step of the way through what can be a difficult process.
Understand all costs upfront during your initial consultation.
If you’re being subjected to sexual harassment, start documenting everything immediately. Examples of sexual harassment that should be recorded include:
Type of Evidence | Examples | Why It Matters |
Written Records | Emails, texts, notes with dates/times | Creates timeline and proves patterns of harassing behavior |
Witness Information | Names and contact info of people who saw instances of sexual harassment | Corroborates your account |
Company Policies | Employee handbook, complaint procedures | Shows if employer took steps to prevent harassment |
Medical/Therapy Records | Documentation of harassment impacts | Proves damages from offensive sexual conduct |
Sexual harassment includes both verbal or physical harassment—document everything. Keep personal copies of all evidence. Don’t rely on company systems that could be altered or deleted during a sexual harassment investigation.
Sexual harassment cases can resolve in several ways:
Workplace changes: Sometimes the goal is stopping the harassment and creating a safer workplace culture for everyone. This might involve training, policy changes, or removing the harasser to prevent sexual harassment from occurring in the future.
Financial compensation: Damages can include lost wages, emotional distress, punitive damages, and attorney fees. Oregon doesn’t cap emotional distress damages in harassment cases, which means lawyers can analyze your situation for maximum recovery potential.
Career restoration: If harassment affected your job progression, remedies might include promotions, raises, or positive references to repair damage to your work performance.
Sexual harassment may take many forms. Under Title VII of the Civil Rights Act, any form of sexual harassment that creates a hostile or offensive work environment is prohibited. This includes:
The law protects employees who report sexual harassment from facing an offensive work environment as punishment for speaking up.
While sexual harassment is the most widely publicized form of harassment, it is also illegal to harass an employee for other reasons. An Oregon sexual harassment attorney from Meyer Employment Law represents employees who have been victims of harassment in the following ways:
Dealing with sexual harassment in the workplace is exhausting, but staying silent often makes things worse. Oregon’s laws are designed to protect you, but they only work if you take legal action.
Start by documenting everything and scheduling a confidential consultation with an experienced sexual harassment lawyer who can evaluate your situation. Many offer free consultations, so there’s no financial risk in getting professional advice about your sexual harassment claim.
Attorneys have successfully helped countless clients navigate these challenging situations. A skilled lawyer will work with you to challenge sexual harassment and hold employers accountable while protecting your rights throughout the process.
Remember: you deserve to work in an environment free from harassment. The law is on your side, and the right attorney can help you navigate this challenging time while protecting your rights and your future.
Don’t wait. The sooner you act, the more options you’ll have. Your courage in speaking up might not just change your situation—it could prevent sexual harassment from occurring to others and help create a safer workplace for everyone.
Have you experienced sexual harassment in your workplace? Do you have questions about harassment? Allow an Oregon sexual harassment attorney to help. Contact us at Meyer Employment Law.
Not every worker realizes it, but regular breaks during the workday aren’t just a perk they’re a legal right in Oregon. Whether you’re on your feet in a retail job, working long shifts in healthcare, or typing away in a corporate office, you are legally entitled to meal and rest breaks if you qualify as
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