Sexual harassment lawyers with recognized results across St. Louis and the surrounding region.
If you’ve experienced sexual harassment at work in St. Louis, whether that’s unwanted advances, inappropriate comments, physical contact, or a work environment that’s become hostile and unbearable, you have legal rights worth understanding. Our St. Louis, MO sexual harassment lawyer at TGH Litigation represents employees who’ve been subjected to exactly this kind of unlawful conduct. We offer free initial consultations to help you assess your situation.
Sexual Harassment Lawyer St. Louis, MO
Sexual harassment in the workplace is a form of sex discrimination prohibited under both federal and Missouri law. It takes two primary forms: quid pro quo harassment, where a supervisor or employer conditions employment benefits on submission to sexual conduct, and hostile work environment harassment, where the conduct is severe or pervasive enough to change the conditions of a person’s employment.
Our team helps employees document what happened, understand which legal claims apply, and pursue accountability against both the harasser and the employer. Missouri law and Title VII of the Civil Rights Act of 1964 both protect employees, but how and where you file matters, and deadlines apply. Getting legal advice early makes a real difference.
One thing people often don’t realize is that employer liability depends significantly on who did the harassing. When a supervisor is the harasser, the employer can be held automatically liable in certain circumstances. When the conduct comes from a coworker or third party, liability depends on whether the employer knew or should have known and failed to act. That distinction affects how a case is built and what evidence matters most.
Types of Sexual Harassment Cases We Handle in St. Louis
TGH Litigation represents employees dealing with sexual harassment that ranges from isolated but severe conduct to ongoing patterns of behavior that have made the workplace intolerable. Here is what those cases typically look like:
- Quid pro quo harassment. When a supervisor, manager, or employer ties job benefits, raises, promotions, or continued employment to compliance with sexual demands, the law takes these offenses seriously.
- Hostile work environment. Repeated sexual comments, jokes, touching, displays of sexual material, or persistent unwanted advances can create a work environment that constitutes harassment. We evaluate the totality of conduct involved.
- Harassment by supervisors. When the harasser is in a position of authority over the victim, the employer may be directly or vicariously liable without needing to show that management had prior knowledge.
- Harassment by coworkers or third parties. Employers have obligations when harassment comes from coworkers, clients, or vendors. If management knew or should have known and failed to act, that inaction can be actionable.
- Whistleblowers. Reporting harassment to HR or management is a protected activity. Retaliation following a complaint, whether a demotion, termination, or reassignment, is its own separate legal violation.
- Employment discrimination. Sexual harassment often occurs alongside other forms of sex discrimination, including unequal pay, missed promotions, or discriminatory treatment based on gender or gender identity.
- Constructive discharge. When an employer allows harassment to continue to the point that a reasonable person would feel compelled to resign, that resignation can be treated legally as a termination.
- Title IX. TGH Litigation handles Title IX claims involving sexual harassment at schools and universities, which have their own distinct legal framework.
Why Choose TGH Litigation as My Sexual Harassment Attorney in St. Louis, Missouri?
A Track Record in Sexual Harassment Litigation
Julianne Germinder brings years of civil rights litigation to sexual harassment matters. A founding partner at TGH Litigation, she earned her J.D. from Washington University School of Law and her undergraduate degrees magna cum laude from the University of Missouri. Missouri Lawyers Media recognized her with the Women’s Justice Award for her work on behalf of clients in civil rights and employment matters.
Joanna Trachtenberg has handled sexual harassment and employment discrimination cases throughout her career. She’s practiced in Missouri and New York, and her federal court admissions span several jurisdictions. Her academic training in women’s studies at the University of Limerick, combined with her legal training at NYU School of Law, gives her a particular depth of understanding in cases involving gender-based harm.
J. Andrew Hirth adds federal appellate depth to the firm’s harassment practice. His admissions include the U.S. Supreme Court and four federal circuit courts, which matters when harassment cases raise questions that end up on appeal. He has been recognized as a Super Lawyer for his civil rights work.
Our employment lawyer in St. Louis, MO has helped clients recover millions of dollars in sexual harassment cases, including verdicts against public employers like the Missouri Department of Corrections. Those outcomes came from thorough preparation, a willingness to go to trial, and attorneys who understand how these cases are built and won.
What Is Important To Understand About Sexual Harassment Cases?
Charges, Liability, and Damages in Sexual Harassment Cases
The legal framework for sexual harassment claims involves several distinct elements. Here’s a general overview:
- Severity or pervasiveness: Isolated minor comments may or may not meet the legal threshold. Courts look at the conduct as a whole, including frequency, severity, and whether it was physically threatening or humiliating.
- Employer liability: Automatic for supervisor quid pro quo harassment; based on negligence for coworker harassment, meaning whether the employer knew or should have known and failed to act.
- Constructive discharge: Recognized when working conditions become so intolerable that a reasonable employee would feel forced to resign.
- Damages: May include back pay, front pay, compensatory damages for emotional distress, and punitive damages in egregious cases.
- Retaliation as a separate claim: Retaliatory conduct after a harassment report can be its own actionable violation, independent of whether the underlying harassment claim succeeds.
What Are Important Aspects of a Sexual Harassment Case?
A few factors that tend to carry significant influence in sexual harassment cases:
- Whether the conduct was reported to HR or management, when, and the response
- Whether the employer had a sexual harassment policy and whether it was followed
- The pattern of conduct over time, rather than just the most recent incident
- Whether other employees were subjected to similar treatment
- Any change in your employment status or responsibilities after you complained
What Is the Sexual Harassment Case Timeline?
For your initial consultation, we will talk through what happened, evaluate the strength of your claims, and explain your legal options. Here is what you can expect in how the case proceeds:
- EEOC charge filing. Federal sexual harassment claims require filing an EEOC charge before suit can be filed. The deadline in Missouri is 300 days from the harassing conduct. Missing this deadline can eliminate a federal claim.
- MHRA charge filing. Missouri state claims require a charge with the Missouri Commission on Human Rights within 180 days.
- Investigation and discovery. Once litigation begins, both sides produce documents, take depositions, and build their evidentiary record.
- Trial or resolution. We prepare every case for trial, as some cases settle while others do not depending on the offer and factors involved.
What Should You Bring to Your Sexual Harassment Consultation?
We recommend scheduling a consultation as soon as possible. Not only is it important to understand your options, but there are deadlines that can impact your case.
- Bring written documentation of the harassing conduct, including texts, emails, or notes.
- Records of any complaints you made and how the employer responded are important.
- Performance reviews that may have changed after you reported harassment.
- Names of witnesses who observed the conduct or the aftermath.
Missouri Legal Resources for Sexual Harassment Cases
- The EEOC field office locator can help you find the St. Louis district office, which accepts sexual harassment and sex discrimination charges and is the required first step before a federal Title VII lawsuit can be filed. The deadline is 300 days in Missouri.
- The Missouri Commission on Human Rights handles state-level harassment and discrimination claims. State charges must be filed within 180 days of harassing conduct.
- The DOJ Employment Litigation Section enforces Title VII of the Civil Rights Act of 1964, the primary federal statute governing workplace sexual harassment and sex discrimination.
- The Missouri Human Rights Act prohibits harassment and discrimination in employment based on race, sex, religion, national origin, disability, and age, and provides additional state-level protections that run parallel to federal law.
Reach Out to TGH Litigation to Schedule a Consultation
Sexual harassment cases don’t get easier with time. TGH Litigation offers free consultations for sexual harassment matters in St. Louis and throughout Missouri. We’ll review your situation and tell you with empathy what your options look like. Contact us to schedule your consultation.