Let’s be clear: Sexual harassment isn’t about bad jokes or awkward moments. It’s about power. Control. Fear. And far too often, it’s swept under the rug as something “not serious,” “just a misunderstanding,” or “a little uncomfortable.”

But if you’ve ever felt that gut punch when a coworker made a disgusting comment… if you’ve frozen while a supervisor leaned in too close… if you’ve cried in your car after being groped, propositioned, or humiliated at work—you know it’s more than discomfort.

Victims of sexual harassment are often forced to navigate a minefield of fear, anxiety, and isolation. You’re expected to smile through it, to “not make a big deal,” to stay quiet because reporting it might cost you your job. Meanwhile, the person harassing you keeps their paycheck, their power, and their protection.

But here’s the truth: You are not overreacting. What you’re experiencing is a violation of your civil rights.

Under both federal law (Title VII of the Civil Rights Act of 1964) and Michigan’s Elliott-Larsen Civil Rights Act, sexual harassment is illegal. These laws exist to protect you from being forced to endure unwanted sexual attention, coercion, or hostility in the workplace.

What Legally Counts as Sexual Harassment?

Quid Pro Quo Harassment

“Quid pro quo” means “this for that.” In the context of harassment, it means job benefits—like promotions, raises, or even keeping your job—are tied to sexual favors.

• A manager says, “If you want that raise, you’ll need to spend the night with me.”
• A supervisor threatens, “You’d better be nicer to me if you want to stay on this project.”

Under Title VII of the Civil Rights Act of 1964, employers are prohibited from using sexual conduct as a condition of employment. Michigan law agrees: the Elliott-Larsen Civil Rights Act (ELCRA) makes it illegal for any employer to discriminate based on sex—including sexual coercion.

These cases often involve people in positions of power taking advantage of vulnerable employees. If your job or future was ever threatened over a sexual advance, that’s not a misunderstanding. That’s a power crime.

Hostile Work Environment

Not all harassment is tied to promotions or threats. Sometimes it’s the slow, relentless erosion of your sense of safety at work. That’s what the law calls a hostile work environment.

This happens when unwelcome sexual behavior is so severe or frequent that it disrupts your ability to do your job.

Common examples include:

• Lewd jokes or comments
• Sexual gestures or sounds
• Unwanted touching
• Repeated, inappropriate texts or emails
• Pornographic images or offensive memes in shared workspaces
• Sexual rumors or name-calling

Under both Title VII and Michigan’s ELCRA, this kind of harassment is a direct violation of your civil rights. And if it’s made you dread going to work, caused emotional distress, or forced you out of your job—you may have a strong case.

Who Can Be Held Liable for Sexual Harassment?

Employers

Under both Title VII of the Civil Rights Act and Michigan’s Elliott-Larsen Civil Rights Act, employers have a legal duty to maintain a workplace free from harassment.

If you reported the harassment and your employer ignored it, delayed action, or retaliated against you, they may be held liable. Even if you didn’t report it but the behavior was widespread or well-known in the office, your employer could still be responsible for failing to prevent a hostile work environment.

This legal concept is backed by the principle of respondeat superior, which holds that an employer can be held vicariously liable for the actions of their employees if the conduct occurred within the scope of employment.

Supervisors

When harassment comes from a boss or manager, the legal stakes get even higher.

Why? Because supervisors have power over your job—your schedule, your income, your future. If they use that authority to harass you, retaliate when you push back, or create a toxic culture of fear, they can be held personally and professionally liable.

Courts take supervisor harassment seriously because the imbalance of power can make it nearly impossible for an employee to speak up safely.

Coworkers

Sexual harassment from a peer or coworker doesn’t give your employer a free pass. If management knew—or should have known—about the behavior and did nothing, they can still be held accountable.

This includes:

• Ignoring complaints
• Failing to investigate
• Allowing known repeat offenders to stay on the job

Even if the employer didn’t witness the conduct, their failure to act after being notified could make them liable under state and federal civil rights laws.

Third Parties

The law also covers harassment from people outside your company—such as:

• Clients or customers
• Outside vendors
• Contractors or consultants working on-site

If your employer allows a third party to harass you and fails to intervene, they can still be held liable. It doesn’t matter that the harasser doesn’t appear on the payroll. What matters is whether your employer took steps to protect you once they became aware.

What to Do If You're Being Harassed

Document Everything

Start keeping a detailed record—as early as possible. This includes:

• Dates and times of every incident
• Exact words said or actions taken
• Names of witnesses
• Emails, texts, DMs, voicemails, or notes

Report the Harassment Internally

As hard as it is, reporting the harassment to your HR department, direct supervisor, or designated workplace contact is often a required legal step before filing an external complaint.

• Keep a copy of your written complaint
• Note the date you reported it
• Request an acknowledgment or follow-up plan

Know Your Rights: Retaliation Is Illegal

You cannot legally be punished for reporting harassment. Retaliation is its own civil rights violation under both Title VII and Michigan’s Elliott-Larsen Civil Rights Act.

That means:

• You cannot be fired, demoted, or passed over for a promotion because you spoke up
• You cannot be reassigned, isolated, or harassed for filing a complaint
• If retaliation happens, it strengthens your legal case

File a Charge with the EEOC or MDCR

If your employer fails to resolve the issue—or makes it worse—you can file a formal charge of discrimination with:

• The U.S. Equal Employment Opportunity Commission (EEOC)
• The Michigan Department of Civil Rights (MDCR)

These agencies investigate civil rights violations, offer mediation, and may authorize you to file a lawsuit. Strict deadlines apply, often as short as 180 days, so act quickly.

What Compensation Can Victims Seek?

Lost Wages, Benefits, and Career Opportunities

Harassment often disrupts your income. You may have been:

• Denied a raise or promotion
• Demoted, transferred, or pushed out
• Forced to quit a toxic work environment

Pain and Emotional Suffering

Sexual harassment isn’t just professional—it’s deeply personal. Victims often experience:

• Anxiety and depression
• Panic attacks or PTSD
• Sleep loss and physical health issues
• Social withdrawal and emotional distress

Legal Fees and Punitive Damages

Filing a harassment claim takes courage—and resources. That’s why successful plaintiffs may also be awarded:

• Attorney’s fees and legal costs
• Punitive damages (in some cases), which punish the employer for especially reckless or malicious conduct

Reinstatement or Job Restoration

In some cases, you may want to return to your position—especially if you were wrongfully fired or forced to resign. The law allows for reinstatement if it’s appropriate and safe. Alternatively, you may negotiate:

• A position with comparable pay and benefits
• A clean employment record and formal acknowledgment of wrongdoing

Your Story Deserves to Be Heard—and Backed by Legal Power

When sexual harassment happens at work, it can make you question everything—your worth, your credibility, your future. The fear of being judged, ignored, or punished for speaking up is real. But here’s what’s even more real: the law is on your side.

Under both federal and Michigan law, sexual harassment isn’t just “inappropriate”—it’s a violation of your civil rights. And when employers allow it, ignore it, or retaliate against you for reporting it, they are breaking the law.

At Marko Law, we’ve spent years fighting for people who felt powerless—people who were harassed, silenced, and shut out simply for standing up for themselves. We don’t just file complaints. We build powerful cases, we expose toxic cultures, and we fight like hell to make sure our clients are heard, seen, and compensated.

You don’t need to know all the legal jargon. You just need to take the first step. We’ll walk with you from there.

Contact Marko Law for a Free Case Evaluation

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