Sexual Harassment Lawyer in Indianapolis

No one should ever have to endure sexual harassment in the workplace. At Curlin & Clay Law, we help victims of sexual harassment understand their rights, take action, and work towards achieving justice. Our skilled attorneys handle sexual harassment cases, providing guidance through the legal process with professionalism, confidence, and compassion.

Who We Help

Sexual harassment refers to any unwelcome conduct of a sexual nature that fosters a hostile or discriminatory work environment. Under both Indiana law and federal law, including Title VII of the Civil Rights Act of 1964, sexual harassment is prohibited. We work with people facing many kinds of workplace sexual harassment. We can help if:

• You are dealing with unwanted sexual attention at work. This can include sexual comments, flirting, jokes, invitations, staring, gestures, images, messages, or advances, whether in person or through work-related communication like texts, DMs, email, and chat platforms. It can also involve serious physical misconduct such as unwanted touching, groping, kissing, or cornering. You may not be sure whether what happened counts as harassment or what you should do next.
• Someone in charge has tied your job to sexual demands. A manager, supervisor, owner, or other person with authority has hinted or stated that your job, schedule, raise, promotion, preferred assignment, continued employment, or ability to avoid discipline depends on accepting sexual attention, dating them, or granting sexual favors.
• The behavior has made your workplace unbearable. Sexual jokes, comments, rumors, images, gestures, repeated advances, or similar conduct have become so frequent or severe that you dread going to work, feel humiliated or unsafe, or can no longer do your job in peace. This might come from one person, or it might be part of a wider workplace culture that management has allowed to continue.
• The harasser is not your direct supervisor. The conduct may be coming from a coworker, customer, client, vendor, contractor, or another person connected to your job. You want to understand what your employer is supposed to do once it learns about the behavior, and what choices you have if it fails to act.
• You faced backlash for speaking up. You reported sexual harassment, turned down unwanted conduct, took part in an investigation, or raised concerns with HR or management, and your employer downplayed it, dragged their feet, moved you instead of the harasser, or let the conduct go on. You may also have been written up, given worse shifts, left out, transferred, demoted, threatened, or fired after speaking up.

If your experience does not fit neatly into any of these, please still reach out. Every situation is different, and we are glad to talk it through with you and see how we can help.

How a Sexual Harassment Case Works in Indiana

Taking action against workplace harassment can feel daunting. However, following these steps will help protect your rights and ensure your voice is heard:

• Understand your rights. State and federal laws, including Title VII of the Civil Rights Act, protect employees from sexual harassment. Whether you can bring a claim can depend on things like the size of your employer and the type of conduct involved. We review the details with you and explain what applies to your situation.
• Gather the facts. Strong cases rest on good evidence. This can include text messages, emails, photos, witness statements, HR complaints, performance reviews, and notes about what happened and when. Saving anything you can and writing down dates and details helps a great deal.
• File a charge with an agency. Before many harassment claims can go to court, you usually need to file a charge with the Equal Employment Opportunity Commission (EEOC) or a comparable state agency. There are strict deadlines for this, often as short as 180 or 300 days from the harassment, so acting promptly matters.
• Investigation and response. The agency reviews the charge and may investigate. Your employer will have a chance to respond. In some cases, the agency helps both sides reach a settlement.
• Right to sue. If the matter does not resolve at the agency level, you may receive a notice that lets you file a lawsuit in court. From there, the case moves through discovery, negotiation, and possibly trial.
• Resolution. Many cases settle before trial. A resolution may include compensation for lost wages, emotional harm, and other losses, along with steps to correct the situation.

We handle these steps for you and keep you informed at each stage, so you are never left guessing.

Why Choose Us

At Curlin & Clay Law, we pride ourselves on being more than legal representatives; our attorneys are advocates for your rights and well-being. Here’s why Indiana employees trust us:

• Experience: Extensive experience handling sexual harassment cases with successful outcomes.  
• Client-Centered Approach: We prioritize clear communication and craft personalized legal strategies designed to suit your specific needs.
• Strong Case History: Our team has achieved successful settlements and verdicts, reflecting our steadfast dedication to delivering justice.
• Compassionate Support: We understand the emotional toll harassment can take and provide empathetic, step-by-step guidance. 

Our team works tirelessly to ensure clients feel empowered, supported, and confident in pursuing justice.  

Talk to Us About What Happened

You do not have to carry this alone, and you do not have to figure it out on your own. If you have faced sexual harassment at work in Indiana, reach out to Curlin & Clay Law for a consultation. We will listen to your story, explain your options, and help you decide what feels right for you. If you or someone you know is facing workplace harassment, don’t wait. Contact Curlin & Clay Law today to schedule a consultation. We can protect your rights and hold perpetrators accountable.

FAQs About Sexual Harassment in Indiana