This summer, the House Science, Space, and Technology Committee convened to confront the rise of Science sexual harassment. The committee is exploring what the federal research agencies are and are not doing to combat predatory behavior in this field. There was not a consensus on specific policies Congress wants to see.
About Sexual Harassment
Federal law prohibits sexual harassment through Title VII of the Civil Rights Act of 1964. This applies to employers that have 15 or more employees. The U.S. Equal Employment Opportunity Commission (EEOC) defines sexual harassment as a form of sex discrimination that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
Sexual harassment comes in many forms. It doesn’t have to be physically touching. In fact, it can be any number of unwelcome sexual advances like indirect or direct threats for sexual activity, sexist jokes, displaying sexually illicit materials or unwanted touch.
Science Sexual Harassment
During the meeting, the House Science, Space, and Technology Committee exposed the inconsistencies of handling sexual harassment and assault cases. All the discrepancies in reporting policies mean that various departments rarely learn of sexual harassment instances from voluntary reporting. If this behavior happens on a college or university campus, the institute must comply with Title IX standards. The government provides these colleges with billions of dollars in research grants annually and must comply.
Also, there are a higher number of women leaving the field due to Science sexual harassment. The committee hopes that by exposing these issues that they can work towards closing the gender gap in all science, engineering and medicine fields. Many presidents of various institutions called for a clear set of rules at the federal level. Other changes discussed are mandatory online sexual misconduct prevention training for students and staff across the country.
Don’t Wait Before Getting Help
Even if one deadline has passed, it may be possible to file through other agencies. This is why it is important to contact an attorney as soon as possible. Don’t rely on the human resources department to have your best interest at heart. They are liable to the company they work for. We are liable to help you. We offer free initial consultations for sexual harassment claims. Also, we bill on a contingent fee basis, so you won’t have to pay us unless we win or settle your case. Your attorney will be able to provide further guidance, help you file a claim with the EEOC, and help you build a case that will put an end to what you have experienced.