Practice Area
Sexual Harassment
What Qualifies as Sexual Harassment in the Workplace?
Sexual harassment in the workplace generally takes two forms. Quid pro quo harassment occurs when job benefits — such as a promotion, raise, or continued employment — are conditioned on sexual favors. A hostile work environment exists when unwelcome conduct of a sexual nature is severe or pervasive enough to interfere with your ability to do your job. This can include unwanted touching, sexually explicit comments or jokes, offensive images, explicit messages, or retaliation for rejecting someone's advances. If you are experiencing any of these behaviors at your Boca Raton workplace, you may have a valid legal claim.
Florida Sexual Harassment Laws
Sexual harassment in Florida is prohibited under both federal and state law. Title VII of the Civil Rights Act of 1964 applies to employers with 15 or more employees and prohibits discrimination and harassment based on sex. The Florida Civil Rights Act provides similar protections at the state level, also covering employers with 15 or more employees. Under both laws, employers have a legal obligation to take reasonable steps to prevent sexual harassment and to promptly correct it when it occurs. If your employer failed to address harassment you reported, or if the harassment came from a supervisor, the company may be held liable for the harm you suffered.
What to Do If You've Been Sexually Harassed at Work in Boca Raton
If you have been sexually harassed at work, taking the right steps early can make a significant difference in protecting your rights. Start by documenting every incident in detail — dates, times, locations, what was said or done, and the names of any witnesses. Report the harassment through your employer's internal complaint process, such as HR or a designated supervisor, and keep copies of any written reports you submit. Preserve all relevant evidence, including text messages, emails, photos, and voicemails. If your employer does not take corrective action, you can file a formal charge with the Equal Employment Opportunity Commission (EEOC) or the Florida Commission on Human Relations (FCHR). Before signing any severance agreement or settlement offer, consult with a Boca Raton sexual harassment attorney who can advise you on your options.
How Christopher Caproni Fights for Harassment Victims
When you bring your case to Caproni Law, your attorney personally reviews every detail of your situation to build a clear picture of what happened and who is responsible. Christopher Caproni helps you gather and organize the evidence needed to support your claim, including workplace records, communications, and witness statements. He handles all communication with your employer and opposing counsel so you do not have to face them alone. The goal is to pursue full compensation for the harm you have experienced, including lost wages, emotional distress, and other damages. Throughout the process, you work directly with your attorney — not a paralegal or call center — so you always know where your case stands.
Learn more about workplace harassment claims
Frequently Asked Questions
What counts as sexual harassment under Florida law?
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects your employment. It can take the form of quid pro quo harassment or a hostile work environment. Both are prohibited under federal and Florida law.
How long do I have to file a sexual harassment claim in Florida?
Under federal law, you generally have 300 days from the last harassing incident to file a charge with the EEOC. Under the Florida Civil Rights Act, the deadline is 365 days to file with the Florida Commission on Human Relations. Acting quickly helps preserve evidence and protect your rights.
Can I be fired for reporting sexual harassment?
No. Federal and Florida law prohibit retaliation against employees who report sexual harassment, file a complaint, or participate in an investigation. If your employer fires, demotes, or otherwise punishes you for reporting harassment, you may have an additional retaliation claim.
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