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Marko Law Firm

Sexual Harassment Attorney Detroit: Zero Tolerance Legal Action

Being sexually harassed at work isn’t just uncomfortable—it’s devastating. It invades your sense of safety, undermines your career, and leaves you feeling humiliated, powerless, and alone.

For too long, victims in Detroit workplaces have been told to "brush it off" or "keep quiet if you want to stay employed." That’s not just wrong—it’s a betrayal. You shouldn’t have to choose between your dignity and your paycheck.

And every time, we’ve responded the same way: with fierce, zero-tolerance legal action.

We understand the fear of retaliation. The fear of losing your job. The fear that no one will believe you. But you don’t have to face this alone—and you don’t have to stay silent.

We represent survivors of sexual harassment with strength, strategy, and unshakable commitment. Whether it happened in a corporate boardroom, a school, a hospital, or a warehouse—we’ll stand with you, fight for you, and make sure your voice is heard.

What Qualifies as Sexual Harassment in Michigan?

Quid Pro Quo Harassment

This occurs when someone in a position of power—usually a manager or supervisor—offers career benefits in exchange for sexual favors or threatens punishment for rejecting them.
Examples include:

  • “If you go out with me, I’ll put in a good word for that raise.”
  • “Sleep with me or you’re off the schedule next week.”
  • Promotion or favorable shifts tied to compliance with sexual requests

This form of harassment is blatant—and illegal.

Hostile Work Environment

Sexual harassment doesn’t need to be direct or physical to be unlawful. A hostile work environment exists when:

  • Offensive jokes, comments, or gestures are constant
  • Sexual innuendos or stories are repeated
  • Inappropriate touching or staring occurs regularly
  • Pornographic images or suggestive visuals are displayed

If these behaviors make your work environment intimidating or offensive—and your employer does nothing to stop it—that’s sexual harassment under both Michigan law and Title VII.

Harassment by Anyone—Not Just Supervisors

Many people think only managers can be liable for harassment. Not true.
Harassment can come from:

  • Coworkers
  • Clients or customers
  • Vendors or contractors
  • Temps or volunteers

If your employer knows about the behavior and fails to act, they may be legally responsible.

Online or Digital Sexual Harassment

Sexual harassment doesn’t stop when you clock out. In the modern workplace, it often shows up:

  • In text messages or inappropriate DMs
  • Through unwanted photos or sexting
  • On social media platforms linked to your job
  • Via work chat apps like Slack, Teams, or Zoom

Digital harassment is still workplace harassment—and it counts, even if it happens off-site or after hours.

Michigan and Federal Laws That Protect You

Title VII of the Civil Rights Act of 1964

This landmark federal law prohibits:

  • Sexual harassment in the workplace
  • Retaliation for reporting or resisting harassment
  • Discrimination based on sex, gender identity, or sexual orientation

Employers with 15 or more employees are covered under Title VII. That includes most businesses, schools, hospitals, and public entities.

Michigan’s Elliott-Larsen Civil Rights Act (ELCRA)

Michigan’s civil rights law goes even further by:

  • Applying to employers with just one employee
  • Explicitly banning sexual harassment as a form of sex discrimination
  • Allowing for lawsuits in state court, which can sometimes offer more favorable outcomes for victims

If you were harassed at work, in school, or in a public space in Michigan—ELCRA has your back.

Employer Responsibilities

Under both laws, your employer is legally required to:

  • Take all complaints of sexual harassment seriously
  • Investigate promptly and thoroughly
  • Take corrective action to stop and prevent further harassment

If they knew about the harassment and did nothing—or worse, retaliated against you—they can be held liable.

Enforcement Through the EEOC and MDCR

You don’t have to go it alone:

  • The Equal Employment Opportunity Commission (EEOC) handles federal complaints
  • The Michigan Department of Civil Rights (MDCR) investigates state law violations

But don’t wait—there are strict deadlines to file with each agency. And having an experienced attorney on your side can make all the difference.

Who Can Be Held Liable for Harassment?

Direct Perpetrators

First and foremost, the person harassing you—whether it’s:

  • A supervisor pressuring you for dates
  • A coworker making lewd jokes or touching you
  • A manager who retaliates when you say “no”

They can and should be held accountable. In many cases, they are personally liable for the harm they caused.

Employers Who Knew and Did Nothing

Under both Michigan and federal law, employers are legally required to act once they know (or should know) about harassment. That includes:

  • Failing to investigate complaints
  • Ignoring warning signs or repeat offenders
  • Protecting high-level employees instead of victims

If your employer let harassment slide—or punished you for speaking up—they can be sued and held financially responsible.

HR Departments That Cover It Up

Your HR team isn’t automatically on your side. Too often, they:

  • Gaslight or minimize your claims
  • Delay or bury investigations
  • Create records that protect the company, not you

If HR helped cover up misconduct, refused to act, or participated in retaliation, they may be part of the legal problem—not the solution.

Third-Party Contractors and Outside Actors

Harassment can also come from:

  • Independent contractors
  • Delivery drivers
  • Clients or customers

If they harass you and your employer fails to intervene, your employer may still be liable under Michigan law.

How to Prove a Sexual Harassment Case

Internal Complaint Records

One of the most powerful pieces of evidence is what you reported—and how your employer responded.

  • HR complaints
  • Emails to supervisors or union reps
  • Meeting notes and written warnings

If they ignored your report, downplayed it, or punished you for speaking up, that becomes key proof of employer liability.

Witness Testimony & Patterns of Behavior

You’re not alone—and you may not be the first.

  • Coworkers can back up your experience or share their own
  • Witnesses can testify to offensive comments, touching, or retaliation
  • Patterns of similar complaints can show a hostile culture, not a one-off incident

We track down witnesses, connect the dots, and show the court this isn’t just your story—it’s part of a bigger problem.

Retaliation Evidence

Often, harassment is followed by retaliation:

  • Schedule changes that make life harder
  • Sudden negative reviews or write-ups
  • Transfers, demotions, or job loss

These shifts can signal guilt and strengthen your case, especially when they come soon after a complaint.

Emotional Distress Documentation

The psychological toll of harassment is real—and compensable. To prove emotional distress, we help gather:

  • Therapy or medical records
  • Journal entries
  • Personal impact statements
  • Testimony from family or friends

This shows the real human cost of what you endured—and why it deserves justice.

What Compensation Can You Recover?

Back Pay, Front Pay & Lost Promotions

If you were demoted, pushed out, or fired:

  • Back pay covers the wages you’ve already lost
  • Front pay covers future wages you’re likely to miss out on
  • Lost promotions or bonuses are factored into your claim

We don’t let them erase your career without consequences.

Emotional Distress & Pain and Suffering

Harassment inflicts deep, lasting harm:

  • Anxiety, depression, PTSD
  • Sleep disorders and relationship strain
  • Loss of self-worth, fear of future workplaces

You can be compensated for the psychological toll, not just the financial one.

Punitive Damages (In Extreme Cases)

When the behavior is especially malicious, reckless, or repeated, courts may award punitive damages—money designed to punish the employer and send a message. We’ve fought for these damages in cases where:

  • HR ignored obvious red flags
  • Offenders were protected or promoted
  • Victims were publicly humiliated or retaliated against

Reinstatement, Transfer, or Policy Changes

Some clients want to return to their job—but only with changes. We can pursue:

  • Reinstatement or transfer to a safer environment
  • Removal or discipline of the harasser
  • Mandatory training or updated policies

Injunctive relief helps ensure what happened to you doesn’t happen to someone else.

Attorney’s Fees Under Civil Rights Laws

Federal and Michigan law often require the employer to pay:

  • Your attorney’s fees
  • Expert witness costs
  • Filing and litigation expenses

Justice shouldn’t depend on your bank account.

Contact Marko Law – Let’s End This Together

You were harassed. You were ignored. Maybe even punished for speaking up. That’s not just a toxic workplace—it’s a legal violation. And at Marko Law, we don’t tolerate it.

We represent survivors of sexual harassment across Detroit and throughout Michigan. We listen. We believe. And we fight—hard.

Whether you’re ready to file a claim, need advice before making a move, or just want to know your rights—we’re here. Confidential. Compassionate. Relentless.

📞 Phone: 1-833-MARKO-LAW or 1-313-777-7777
📍 Office: 220 W. Congress, 4th Floor, Detroit, MI 48226
🌐 Website: www.markolaw.com

Marko Law Will Give You A Voice

At Marko Law, we don’t just take cases — we take a stand. Whether you're facing an injury, injustice, or outright negligence, our team fights like it’s personal — because to you, it is.

  • Over $500 Million recovered for our clients
  • Proven track record in civil rights, personal injury & workplace justice
  • Free, confidential consultations — you don’t pay unless we win
  • Based in Detroit, trusted across Michigan


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