Tampa Sexual Harassment Attorney
100% Confidential | No Fee | Private Consultations
Tampa Sexual Harassment Lawyer
If you are being sexually harassed at work in Tampa, Florida, or if you have already been fired or forced out after reporting misconduct, it is important to speak with a lawyer before making any decisions. Many employees feel overwhelmed and want to leave or believe that once they have been terminated there is nothing they can do. That is not the case.
If you are still employed, do not quit your job before speaking with a lawyer. Quitting too soon can make it much harder to bring a successful legal claim. In many situations, employers may minimize what happened or create pressure so that you resign instead of reporting the conduct.
Before taking any action, it is important to understand your rights and the steps you should take to protect yourself.
Experienced Representation for Workplace Sexual Harassment
Ronald W. Fraley is a Tampa sexual harassment lawyer with over 30 years of experience and more than 50 jury trials representing victims of workplace misconduct and retaliation. While many cases resolve without trial, employers and insurance companies often take claims more seriously when they know the lawyer involved has real trial experience.
Confidential Consultation | No Fee Unless You Recover
You can speak with us confidentially about your situation without your employer knowing. We represent clients on a contingency fee basis, which means there is no fee unless there is a recovery.
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Tampa Sexual Harassment FAQs
Sexual harassment is an illegal form of discrimination that involves safety rights. Sexual harassment is p rohibited under Title VII of the Civil Rights Act of 1964. Sexual harassment was found to be a violation of Title VII in the landmark supreme court case Meritor Savings Bank v. Vinson in 1986. The first step is enforcement by a filing with the Equal Employment Opportunity Commission (EEOC) that we will help you put together. According to the EEOC and caselaw, there are two general types of sexual harassment. The first type is called quid pro quo, in which an employee asks another employee for sexual favors in return for something else. The second, is a hostile work environment. The EEOC protects against these forms of harassment as well as any retaliation on the part of your employer for denying advances or making a formal complaint.
Sexual harassment is an unfortunately common occurrence and may occur in many ways. Quid pro quo is one of the most common types, in which an employer or another employee asks a worker to perform sexual favors in return for promotions, advantageous work assignments, and other work benefits. Other forms include unwanted physical touch, lewd or inappropriate jokes and remarks, or being repeatedly asked out. Sexual harassment is a broad term, so if someone is making you uncomfortable and continuing to do so, this is likely sexual harassment, and there are protections against it which can help you.
No. If you have been fired for making a formal sexual harassment claim, either with the EEOC or internally within your company, this is retaliation. Retaliation is prohibited by the same laws that prohibit sexual harassment. Legally, you cannot be fired for making a sexual harassment claim. If you make a claim and your employer retaliates in any fashion, including demotions, terminations, or unfair work assignments and treatment, you have the right to file a legal suit against them for this illegal conduct. You may be eligible to receive additional compensation for the emotional harms and losses that you have suffered as a result.
Yes — and in today’s legal climate, jury trial experience is more important than ever.
In the age of the internet and AI, nearly anyone can advertise online as a “sexual harassment lawyer.” But the real question is: Has that lawyer ever taken a case to trial — and won?
Most employment attorneys today have little or no jury trial experience. That matters. Insurance companies and defense firms increasingly use data and algorithms to evaluate settlement offers — and they know exactly which lawyers will settle cheaply and which ones are willing to take a case all the way to a jury verdict.
Ronald W. Fraley of The Fraley Firm has substantial jury trial experience, with over 50 jury trials under his belt. While many sexual harassment cases settle before trial, settlements tend to be significantly higher when the defense knows the plaintiff’s lawyer has a proven trial record.
If you’re pursuing a sexual harassment claim in federal or state court, ask the lawyer you’re considering one simple question:
“How many jury trials have you handled from start to finish?”
The answer can make all the difference — not just in whether you win, but in how much your case is ultimately worth.