Sexual Harassment Attorney in Tyler

Two Types of Sexual Harassment Claims Under Federal Law

Federal law recognizes two distinct categories of sexual harassment. Which one applies to your situation shapes how the claim is built and what evidence matters most.

Quid Pro Quo Harassment
Quid pro quo harassment occurs when someone in authority conditions a job benefit on an employee’s submission to sexual conduct. That benefit can be a hire, a promotion, a raise, or continued employment. The phrase means “this for that,” and the dynamic is direct: comply or face a professional consequence. A single incident may be enough to establish this form of harassment.

Hostile Work Environment Harassment
Hostile work environment harassment occurs when unwelcome sexual conduct is severe or pervasive enough to create an intimidating, offensive, or abusive atmosphere that interferes with an employee’s ability to do their job. The harasser can be a supervisor, a coworker, a client, or a third party whose conduct the employer knew about or should have known about. In some cases, one severe incident can satisfy the legal threshold without repeated occurrences.

Both forms are prohibited under Title VII of the Civil Rights Act of 1964, which applies to employers with 15 or more employees. Identifying which category fits your experience is one of the first things I look at when evaluating a claim.

How to File a Sexual Harassment Claim in Texas

Before filing a lawsuit in federal court, Texas employees must first file a charge with the EEOC or the Texas Workforce Commission Civil Rights Division. This administrative step is a legal prerequisite. Missing the deadline can permanently bar your claim.

In Texas, a charge must generally be filed within 300 days of the discriminatory act. After the charge is filed, the EEOC may investigate, attempt mediation, or issue a Right to Sue letter allowing you to proceed in federal court. Reaching out to a sexual harassment lawyer in Tyler early can help protect your options. An attorney can help you preserve evidence, meet deadlines, and navigate the agency process before litigation begins.

Damages You May Be Able to Recover

Employees who prevail on a sexual harassment claim may be entitled to several categories of damages. Back pay covers wages lost from the time of the discriminatory act. Front pay addresses future lost earnings when reinstatement isn’t a viable option. Compensatory damages can cover emotional pain and suffering caused by the harassment or retaliation. In cases where an employer acted with malice or reckless indifference, punitive damages may also be available.

Under Title VII, caps on combined compensatory and punitive damages are tied to employer size. The limit is $50,000 for employers with 15 to 100 employees; $100,000 for employers with 101 to 200 employees; $200,000 for employers with 201 to 500 employees; and $300,000 for employers with more than 500 employees. Attorneys’ fees and court costs may also be recoverable if you prevail. Every case turns on its own facts, and the damages available in any particular situation depend on what the evidence supports.

I have taken more than 100 cases to jury trial. That record reflects a genuine commitment to litigating when settlement doesn’t serve a client’s interests. Most sexual harassment cases are handled on a contingent-fee basis, so there are no attorney fees unless I obtain a recovery for you.