Home » Quid Pro Quo Sexual Harassment

Seriously
Injured?

Settle For More!

You Pay Nothing Unless We Win.
We Can Start Your
Case Immediately!

Free Consultation

(888) 997-2148

WE TREAT EVERY CASE AS IF IT IS OUR MOST IMPORTANT CASE.

We Proudly Serve Sexual Harassment Victims Across The State of Texas

Quid Pro Quo Sexual Harassment

In the United States, quid pro quo sexual harassment is the most frequent form of sexual misconduct recognized. You are not alone if you are experiencing this sort of abuse.

According to federal and Texas state laws, sexual harassment at work is a crime. Quid pro quo sexual harassment is the most difficult type of abuse to detect. People who engage in this behavior attempt to gain or maintain control over their victims. This is just like other forms of sexual harassment, with one exception: there is a power gap in quid pro quo sexual harassment.

Have you ever been the victim of sexual misconduct in the workplace? Have you attempted to report the harassment and been subjected to retaliation as a result? To discover whether you are entitled to compensation, contact a competent, seasoned employment lawyer at Texas Personal Injury Lawyers immediately.

What Does The Phrase "Quid pro quo" Imply?

In Latin, “quid pro quo” is translated as “this for that.” It’s a favour, perk, or advantage given or expected in return for something. Quid pro quo sexual harassment occurs when an employer provides job perks in exchange for sexual compliance from employees. It’s against the law whether it’s subtle or direct. The advantages are as follows:

  • Pay
  • Shift or work assignments
  • Performance expectations
  • Benefits
  • Title
  • Position
  • Other opportunities for advancement or training

This is not a complete list. Quid pro quo sexual harassment may take many forms. The employer is responsible in Texas if the quid pro quo sexual harassment involved a supervisor, manager, or any other employee of higher status than the victim.

What Is The Definition Of Quid Pro Quo Sexual Harassment?

 

Quid pro quo harassment occurs when a supervisor makes sexual contact, sexual favors, or sex a condition of employment for an employee or job applicant. This is required as part of the employee’s or job candidate’s employment. Quid pro quo sexual harassment is only possible if the person demanding sexual favors has power over you. This might include hiring, firing, and promoting. Furthermore, this implies that he or she has the authority to influence significant employment choices. The individual who is asked to satisfy these criteria must be in a less powerful position.

This is also known as quid pro quo sexual harassment if a subordinate rejects an advance and suffers negative repercussions.

The supervisor who is harassing you must have immediate (higher) power over you. There must be a difference in authority between the two individuals. The party with less power feels compelled to comply or face unfavorable consequences as a result of this disparity in power.

Quid pro quo does not take place between two co-workers of equal status and non-decision-making supervisors. Due to hostile work environment rules, an employer might be held responsible for the actions of these workers.

The harasser’s employment status is crucial. This is because if he or she is determined to be a supervisor, the employing agency may be held responsible for that supervisor’s actions. The employer is considered liable in Agency policy for the actions of the supervisor since they were in a position of authority at the time of the harassment.

Employees and job applicants who are subjected to quid pro quo sexual harassment should act fast. They must first file a claim with a state and/or federal labour protection agency. claimants have just 180 days to submit a complaint to the US Equal Employment Opportunity Commission.

What Is NOT Quid Pro Quo Sexual Harassment? 

 

Quid pro quo sexual harassment happens all the time. However, not every awkward or rude circumstance is a case of quid pro quo harassment. In particular, in the workplace, there are numerous variables to consider. As a result, it’s critical to be aware of situations that might be misinterpreted as quid pro quo sexual harassment. Here are some examples of circumstances that might be confused with quid pro quo sexual harassment:

  • Intimate relationships between employers and employees that are consensual. These connections should have no bearing on one’s job performance.
  • Unethical relationships that employees who are not involved in employment decisions may affect one or both of them.
  • A barter exchange that does not include sexual services. 
  • This might be a bribe to get a raise.
  • A case of sexual harassment in which bartering is not involved.

Consider all of the different types of abuse if you believe you’re experiencing quid pro quo harassment. An experienced employment lawyer at Texas Personal Injury Lawyers can assist you if you are being harassed at work. Your attorney will be able to tell you whether you have a case if you call him/her or her for a free consultation.

What Is The Difference Between A Quid Pro Quo And A Hostile Work Environment?

 

  • Hostile work environment

A hostile work environment occurs when someone’s actions in the workplace create an unpleasant atmosphere for another person. This is due to prejudice. It usually occurs when a person is subjected to repeated unsolicited sexual advances. It covers everything from sexual remarks, proposals, and other similar conduct. It can also emerge when there is additional physical or verbal contact that is sexually suggestive. The following are examples of this:

  • Sexual jokes.
  • Interference with someone’s ability to move freely.
  • Persistent, unwanted interactions. This may include asking someone for dates persistently.
  • Displays of inappropriate or offensive materials.

This behavior, when taken to the extreme, may create a hostile work environment. It must be unwelcome and recurrent or pervasive for it to be considered as such. If this occurred only once in the workplace, it is not considered a hostile working environment. It isn’t a hostile work environment if someone attempted to have sexual relations with you but stopped after the first try. These are unlawful and unwanted acts that occur frequently or consistently. These criteria are looked at on a case-by-case basis by the courts. In order to establish a hostile work environment, at least one element must be present. To find out more, speak with a hostile work environment lawyer.

Quid Pro Quo Sexual Harassment

Quid pro quo harassment is not the same as a hostile work environment. A hostile working environment does not need to result in any employment advantages being jeopardized. It’s not concerned with the prospect or threat of any particular employment actions. Sexual harassment of this sort can happen at any level in a business. Those who are at the same rank in a company, especially those with authority and power over others, are particularly liable.

In addition, poor conduct may also lead to a hostile working environment for other workers. Employees who were not the intended targets of the conduct might be affected. When a supervisor favors one employee because of his or her sexual orientation, but not another, other employees may be harmed.

An employer may be held responsible for a hostile work environment. Even if it happens among two of his or her workers. This includes non-supervisors. The plaintiff must show that the employer was aware of the problem or should have been. They must also demonstrate that the employer failed to take any action to stop or prevent it.

In the instance that the employer took immediate action to stop the problem after being informed, they may have a legitimate defense. The same goes if the employer took efforts to avoid it. However, if the supervisor is the aggressor, the employer may generally be held responsible by default. To discover more, consult a lawyer. Each situation is unique, and further investigation is required.

Will I be Fired If I disclose Sexual Harassment?


It is a legally protected activity for individuals to fight sexual harassment in the workplace. Everyone has the right to be safe from sexual misconduct at work. Your employer may not retaliate against you for bringing it to light. You are free to take any of the following measures without fear of retaliation:

Filing Sexual Harassment Complaints


Contact individuals who aren’t employed by your organization about sexual harassment at work.

  • Being a witness in a sexual harassment case or suit.
  • Reporting concerns about sexual harassment to a supervisor or anyone else in the workplace.
  • Answering questions during an internal investigation.
  • Turning down sexual advances.
  • Intervening to protect someone else from sexual harassment.

You have legal protections after you file a sexual harassment complaint. It is your duty to notify any necessary authorities when there has been sexual abuse. Despite this, retaliation continues to occur. Of course, it’s conceivable that after reporting sexual misconduct, you would be terminated from your job. However, if your employer were to do so, it would be extremely irresponsible and stupid. This would just strengthen your case. If you have good employment history and were dismissed unjustly, contact an attorney right away. This might give rise to a lawsuit against your employer for wrongful termination. If your employer or employees harass you in any manner, he can be held liable.

Liability For Sexual Harassment


In order to obtain compensation, an employee must show that severe sexual harassment by a supervisor caused harm. Even if no job opportunity was lost, an employer may be held responsible. They might also be held accountable if no loss of income or benefits occurred as a result of the sexual harassment. The lawyer for the claimant does not need to show negligence in order to win. They don’t have to show company-specific misconduct.

If no employment was denied, the employer may still be held liable. Even if no money or benefits are lost, a plaintiff may still be compensated. The lawyer for the plaintiff does not need to demonstrate negligence or direct wrongdoing on behalf of the firm in order for his client to recover compensation. This is not to suggest that it is straightforward to file a sexual harassment claim. The greatest thing a victim of sexual abuse can do following an unjust experience is to keep a diary. It aids in the investigation procedure by preserving all correspondence, notes, and inflammatory documents. Others who witnessed the sexual harassment might also be helpful for documentation. During the excitement of your claim, it’s easy to overlook all of this information.

Compassionate Texas Sexual Harassment and Employment Lawyers


The attorneys at Texas Sexual Harassment and Employment Lawyers are well aware of the suffering that sexual harassment victims endure. These circumstances unfortunately occur frequently. You aren’t alone in this situation. When it comes to workplace sexual harassment, you’ll want someone on your side. Don’t put it off any longer. Find an employment lawyer that will be your champion and protector during these difficult times.

Our employment law attorneys are qualified to advise clients on these topics. We routinely challenge the validity of these contracts in appropriate circumstances. Texas Personal Injury Lawyers can help you with your case. For a free, no-obligation case evaluation, contact us now.

Call us at (888) 997-2148 now for you free consultation.

We take cases on a contingency fee basis and there are no costs unless we win, and the consultation is completely FREE. Contact us to learn what Texas Personal Injury Lawyers can accomplish for you.