St. Louis Sexual Harassment Lawyer
Fighting For Sexual Harassment Victims in Missouri
Sexual harassment in the workplace is illegal under both Missouri state law and federal regulations. In St. Louis, the Missouri Human Rights Act (MHRA) offers robust protections against workplace harassment, including unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Employees who experience harassment have the right to file a complaint with the Missouri Commission on Human Rights (MCHR) or the U.S. Equal Employment Opportunity Commission (EEOC). Local courts in St. Louis are known to take these cases seriously, reflecting the community's commitment to upholding employee rights.
It's crucial to understand that sexual harassment can occur in various forms. This might include offensive remarks about a person's gender, inappropriate touching, or sharing suggestive imagery. Missouri law requires employers to take immediate and appropriate action to investigate harassment claims. If you're facing such issues at work, consulting with a knowledgeable sexual harassment attorney in St. Louis can offer tailored guidance.
Call Sedey Harper Westhoff today at (314) 819-0963 or contact us online to schedule a consultation with our sexual harassment lawyer in St. Louis.
Why Choose Sedey Harper Westhoff?
Our firm stands out in St. Louis by representing individuals, not corporations. With over 40 years of experience in employment law, our team of seasoned attorneys understands the local legal landscape. We've secured significant victories, including multi-million dollar settlements and verdicts, demonstrating our relentless approach. Clients trust us for our personalized service, offering clear communication and legal strategies tailored to their unique situations.
Our dedicated team consists of passionate advocates who prioritize your needs and communicate transparently at every trial stage. This personalized approach extends into the courtroom and during negotiations, ensuring your voice is always heard.
St. Louis Courts & Local Procedures
Court cases related to sexual harassment in St. Louis may be handled in state or federal court, depending on the case's specifics. The 22nd Judicial Circuit Court of Missouri is a key venue for these proceedings. We'll help you navigate local procedures and appear before judges familiar with employment law nuances. Being informed about these regional specifics positions you better for potential court outcomes.
It's essential to appreciate that local courts have specific procedural rules and timelines to adhere to. For instance, the discovery phase allows both parties to gather evidence through depositions, interrogatories, and subpoenas.
Frequently Asked Questions
What is the statute of limitations for sexual harassment cases in Missouri?
In Missouri, the statute of limitations for filing a sexual harassment complaint with the MCHR is 180 days from the last incident. The statute extends to two years for a lawsuit filed under the MHRA in state court. Timing is crucial in these cases, and our attorneys will help ensure that crucial deadlines are met to preserve your right to seek justice.
Understanding every aspect of your case’s timeline can prevent costly delays. Missing a deadline can mean losing your right to pursue your claim. We tailor our approach, adjusting strategies as needed to align with statutory requirements, thereby optimally positioning your case for success.
How can a lawyer help with my sexual harassment case?
A lawyer can provide essential guidance, from collecting and presenting evidence to negotiating settlements or representing you in court. At Sedey Harper Westhoff, we leverage our experience to advocate fiercely for your rights, aiming to secure compensation for emotional distress, lost wages, and other damages. Our comprehensive approach gives you the support you need during a challenging time.
Beyond the courtroom, our team excels in negotiating with employers to achieve favorable pre-trial settlements when possible. We assess the strengths and weaknesses of your case in detail and weigh the benefits of settlement offers against potential trial awards, ensuring that you make informed decisions about your future.
What should I do if I'm experiencing sexual harassment at work?
If you are experiencing sexual harassment, it is important to document each incident and report it through your employer's reporting channels, if safe. Contacting a sexual harassment lawyer in St. Louis can also clarify your legal options.
Additionally, seeking support from reliable workplace allies can encourage company policy reform. Having advocates within your workplace can help reinforce the seriousness of your claim, enhancing both preventative and responsive measures to harmful workplace conduct.
What damages are victims of sexual harassment entitled to?
Victims may be entitled to lost wages, emotional distress, legal fees, and punitive damages. Our team will work to maximize the compensation available, guided by a thorough understanding of local precedents and legal standards. We aim to relieve the financial burden of affected individuals while seeking justice on their behalf. Punitive damages serve as a deterrent to prevent future violations and challenge systemic workplace inequalities.
Contact Our Sexual Harassment Attorney in St. Louis Today
Facing sexual harassment can be overwhelming and isolating. At Sedey Harper Westhoff, we offer a compassionate and professional approach to help restore your peace of mind. You'll receive dedicated legal counsel ready to fight for your rights by contacting us. Choosing a legal partner is a crucial first step toward reclaiming your narrative and achieving justice. Your journey to healing and justice begins the moment you reach out.
Contact us today to get started with our St. Louis sexual harassment lawyer.
Frequently Asked Questions About Pedestrian Accidents in Missouri
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How Do I Know If I Have a Valid Age Discrimination Claim in Missouri?
Determining whether you have a valid age discrimination claim requires a careful examination of the circumstances and facts surrounding your situation. Remember, age discrimination in the workplace can be extremely subtle and challenging to prove, so if you aren’t entirely certain whether you have a claim, it is in your best interest to consult an experienced employment lawyer.
Here are key elements to consider:
- Evidence of discriminatory behavior. First, identify any direct or indirect evidence that suggests age-related bias. This includes ageist remarks from supervisors or coworkers, patterns of exclusion from projects or promotions, and any unjustified adverse employment actions that seem tied to your age. It's important to gather documentation like emails, notes from meetings, or witness statements that support your claim.
- Comparative treatment. Evaluate whether younger employees are treated more favorably in similar situations. Examples include being consistently chosen for promotions, receiving better performance evaluations without substantial justification, or facing different standards for misconduct. These comparisons can help highlight potential discrimination.
- Adverse employment actions. Identify any specific actions that have negatively impacted your employment. This includes firing, demotion, salary cuts, or undesirable job reassignments directly linked to your age. Conversely, consider if you have faced less overt actions, such as being geographically relocated or deliberately given menial tasks, that reflect a pattern of discriminatory behavior.
- Employer's justification. Consider the reasons provided by your employer for the actions in question. If their explanations seem pretextual or inconsistent, this could serve as evidence of discriminatory intent. Look for contradictions in rationale or disparities in how policies are applied to younger versus older employees.
- Consistency with state law. The Missouri Human Rights Act specifically protects employees aged 40 and older and less than 70 years of age from discrimination. If you do not meet this age criteria, you likely do not have a case at the state level.
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What Is the Process for Filing an Age Discrimination Lawsuit in Missouri?
You cannot immediately file an age discrimination lawsuit against your employer, even if you have substantial evidence demonstrating egregious misconduct. Initially, you must file a complaint with the MCHR or the federal Equal Employment Opportunity Commission (EEOC). (Note that our firm generally prefers to handle age discrimination claims at the state level.) This is a mandatory step before any lawsuit can be pursued, as it initiates an investigation into your claim. The charge must be filed with the MCHR within 180 days from the date of the discriminatory act to preserve the validity of your case.
Once the charge is filed with the MCHR, they will review the complaint and may offer mediation as a means of resolving the issue. Mediation can allow both parties to negotiate a settlement without undergoing lengthy legal proceedings. If mediation is unsuccessful or not pursued, the agency will conduct a thorough investigation, gathering evidence, conducting interviews, and assessing whether there has been a violation of anti-discrimination laws.
Once 180 days have passed from the date you filed your complaint, you can ask for a “right to sue” letter. The MCHR will stop its investigation if you request this letter and will take no further action on your behalf.
If you don’t request this letter, they’ll complete their investigation and determine whether they have evidence that supports probable age discrimination. If they do think there’s probable cause, they will work to settle your case with your employer. If these negotiations are unsuccessful, they will proceed to a hearing, where a hearing examiner will make a final decision. If the MCHR doesn’t think they have enough evidence to pursue their own case, they will issue a letter saying so, and you’ll have a right to appeal.
Filing your own lawsuit involves drafting and submitting a formal complaint that outlines the discriminatory acts, the applicable laws, and the relief sought. Our St. Louis age discrimination lawyers can assist you with this process and aggressively fight for you in and out of the courtroom.
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How Long Does a Missouri Age Discrimination Lawsuit Usually Take?
The duration of a Missouri age discrimination lawsuit can vary significantly depending on numerous factors, including the complexity of the case, the willingness of parties to settle, and the workload of the court system.
Again, you cannot sue until you have received a “right to sue” letter from the MCHR or EEOC. You can request this letter from the MCHR after waiting 180 days from the date you submitted your initial complaint.
Moving forward with a lawsuit may involve prolonged pre-trial proceedings, including discovery, where both parties gather evidence. The discovery phase itself can take anywhere from several months to over a year, depending on the scope of the evidence and any challenges that arise. Additionally, seeking resolution through mediation or settlement discussions can either shorten or lengthen the timeline based on the outcomes. If your case proceeds to trial, additional delays may occur due to scheduling and other procedural requirements.
We understand that the lengthy process of pursuing an age discrimination lawsuit can be incredibly frustrating. Our attorneys can keep you informed throughout each stage of the legal process and are prepared to work efficiently to get you justice.
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What Are the Potential Outcomes of a Missouri Age Discrimination Lawsuit?
An age discrimination lawsuit can result in one of several outcomes. One possibility is a settlement, which can occur at any stage of the litigation process. In a settlement, the parties agree on a resolution without proceeding to trial, often involving compensation for lost wages, damages for emotional distress, or other agreed-upon remedies. Settlements provide a quicker resolution and reduce the uncertainty and costs associated with a trial. However, not all employers are willing to settle, and some may make woefully inadequate offers.
If the lawsuit proceeds to trial, the court may rule in your favor, resulting in a judgment. This can lead to various forms of legal relief, including compensation for lost earnings and benefits, reinstatement to a previous job position, changes in workplace policies, or punitive damages in cases of egregious conduct by your employer. Your employer will also likely be responsible for covering your attorney’s fees and other court costs if you win your case.
If the court sides with your employer, they may dismiss your case. Should this occur, you will not receive any compensation or relief unless you successfully appeal the decision.
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Can I Represent Myself in a Breach of Contract Lawsuit?
While you can represent yourself in a breach of contract lawsuit, doing so comes with significant risks and challenges. The complexities of contract law require a nuanced understanding of legal principles, procedures, and the intricacies involved in presenting a case effectively in court. Without professional legal training, you may struggle to accurately interpret contract language, gather relevant evidence, or comply with procedural requirements, potentially undermining your case.
Your employer will likely be represented by experienced legal professionals, placing you at a disadvantage in legal arguments and negotiations. Missteps in any part of the process can have detrimental consequences, including the possibility of an unfavorable verdict. An experienced employment law attorney who handles breach of contract cases can help you avoid common mistakes, build a strong claim, and effectively combat your employer’s arguments.
- We advise you about whether you have a case and how strong it is.
- We help you negotiate for severance or a better severance package.
- We file charges for you with the Equal Employment Opportunity Commission, the Missouri Commission on Human Rights, and the Illinois Department of Human Rights.
- We prosecute your case in state and federal court for a just result.
We Get Results!
Our clients say we are smart, hard-working, aggressive advocates, who will fight for your rights.
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"I have the utmost respect for Sedey Harper Westhoff."
They are a unique group of smart, talented, dedicated and passionate attorneys working together to represent their clients with the highest degree of legal expertise, and to make a positive difference in the world. Their work is unparalleled.
- Francine K. -
"The counsel that I received from Sedey Harper Westhoff during each phase of my discrimination and retaliation case was excellent."
The professionalism and knowledge exhibited, and the personal touch my family received, was comforting during a very difficult time in my life.
- Rickey D. -
"You don’t just get one attorney… you get an entire firm on your side. I can’t recommend them highly enough."
Their reputation with the court system and the opposing firm / defendant spoke volumes in getting this case to a winning settlement. Most importantly, they are real people in a sea of so many attorneys.
- Terry H.
Saint Louis, MO 63139 Map & Directions