If you are experiencing Idaho workplace sexual harassment, you should speak with an employment lawyer who has compiled a proven record of getting client claims approved at the state and/or federal level.
The key to getting a sexual harassment claim approved depends on the strength of the evidence submitted, as well as ensuring the filing of a claim falls within the statute of limitations.
What Idaho Laws Protect Against Sexual Harassment?
Enacted by the United States Congress, the Civil Rights Act of 1964 represents the nation’s most comprehensive law that addresses discrimination in the workplace.
Most states have created laws that mirror the legal power of the Civil Rights Act of 1964, In Idaho, the Human Rights Act makes discrimination in the workplace illegal for factors that include color, religion, disability, and national origin.
The state also forbids employers from discriminating against workers because of gender. One of the most common acts of discrimination in the workplace involves sexual harassment
What is Considered Sexual Harassment?
Employees that want to file Idaho workplace sexual harassment claims must first understand how the state defines the act. Sexual harassment can include unwelcome sexual advances, requests for sexual favors, and physical acts such as touching and grabbing.
Offensive remarks made verbally and in writing also constitute violations of Idaho law. For example, an employer can be found negligent by condoning remarks that disparage women in general.
Both victims and harassers can be either a man or a woman, with some cases of sexual harassment involving members of the same gender.
What Types of Employers are Covered by Workplace Sexual Harassment Laws in Idaho?
Idaho workplace sexual harassment claims can only involve employers that have five or more employees. This is in contrast to federal law, which covers employers that have 15 or more employees on staff.
If you want to file a sexual harassment claim against your employer and your employer has between five and 14 employees, then you should file your claim with the Idaho Human Rights Commission.
Where Do You File a Sexual Harassment Claim in Idaho?
If you have been sexually harassed at work in Idaho, you need to know the answer to the question, “Where do you file a sexual harassment claim in Idaho.” You have two options, with the first option to file a complaint with the Idaho Human Rights Commission.
You can reach the Idaho Human Rights Commission at the following address and telephone number:
Idaho Human Rights Commission
The Equal Employment Opportunity Commission (EEOC) also reviews claims of sexual harassment in the workplace. You should contact the EEOC office that is located closest to your employer.
Since Idaho does not have an EEOC office, you should direct all correspondence concerning a sexual harassment claim to the Seattle Field Office.
- Federal Office Building
- 909 First Avenue, Suite 400
- Seattle, WA 98104
- Office Hours: M-F 8:00 AM-3:00 PM
- Phone: 1-800-669-4000
Due to the Coronavirus pandemic, EEOC offices across the United States remain closed. You can schedule a telephone interview by calling the Seattle field Office or by submitting the online form from the EEOC portal.
How Long Do I Have to File a Sexual Harassment Claim in Idaho?
You should act with a sense of urgency when contacting the Idaho Human Rights Commission and/or the EEOC. You have one year after the date of the last act of workplace sexual harassment to file a claim in Idaho.
Filing a claim with the EEOC requires you to submit the proper paperwork before 300 days expire after the date of the last incident of sexual harassment in the workplace.
Failing to follow the statute of limitation placed on filing a sexual harassment claim at the state and/or federal level can mean your claim gets dismissed.
Get Help Filing a Sexual Harassment Claim in Idaho
Before you proceed with the filing of a workplace harassment claim, contact an employment lawyer who has successfully represented clients that filed similar claims.
An attorney takes full responsibility for processing your case, from interviewing witnesses to possibly negotiating a settlement with your employer. Most employment attorneys work on a contingency fee basis, which means you should not have to pay any upfront legal fees.
Schedule a free case evaluation today with an employment lawyer to get the ball rolling on your sexual harassment claim.