Montgomery Sexual Harassment Attorneys Michel Allen & Sinor Is Here For You

Michel Allen & Sinor Is On Your Side

30+ Years of Combined Experience

Sexual Harassment Attorney in Montgomery, Alabama

Employment-Only Attorneys With Over 50 Years of Combined Experience

Workplace sexual harassment is a form of sex discrimination prohibited under Title VII of the Civil Rights Act of 1964. Montgomery workers in both private-sector and government roles have the right to pursue legal action against employers who allow or enable it. At Michel Allen & Sinor, our attorneys bring over 50 years of combined experience to employment law and nothing else. We handle employment cases, which means every resource we have is directed at your matter.

Our team includes Anthony Michel, recognized by Super Lawyers, William Sinor, Hannah Dillashaw, and Chloe Tyler. We hold membership with the National Employment Lawyers Association and the Alabama Association for Justice, and we are Lead Counsel Verified. If you’re facing harassment at work in Montgomery, AL, we offer a free, confidential case evaluation to help you understand your options.

Don’t wait to get answers. The clock on your claim starts from the date of the last harassing act. Call us at (205) 265-1880 or complete our online form to schedule your free confidential case evaluation.

Two Forms of Actionable Sexual Harassment Under Title VII

Federal law recognizes two legally distinct forms of workplace sexual harassment, and understanding which applies to your situation affects how a claim is built.

Quid Pro Quo Harassment
This form occurs when a supervisor or employer conditions a job benefit on submission to sexual advances. The benefit can be a promotion, a raise, a favorable schedule, or continued employment itself. A single direct demand from someone with authority over you can meet the legal threshold without any repeated pattern of conduct.

Hostile Work Environment
A hostile work environment exists when unwelcome conduct of a sexual nature is severe or pervasive enough to alter the conditions of your employment. The conduct can be verbal, physical, or visual, and it can come from a supervisor, a coworker, a client, or a vendor. Examples include offensive remarks about appearance, unwanted touching, sexually suggestive messages, leering, and explicit material displayed in the workplace.

Why Montgomery Workers Choose Michel Allen & Sinor

Our practice covers employment law exclusively. We don’t split our attention across unrelated case types, which means when you work with us, you’re working with a team that handles these claims every day. Our attorneys are aggressive and energetic in the courtroom and at the negotiating table, while staying genuinely accessible throughout the process. Prompt responses to your questions aren’t a courtesy here. They’re part of how we work. Clients describe us as relationship-based, attentive, and focused on results, and that reputation reflects the approach we bring to every case we accept.

Fighting For Equal Rights. No Exceptions.

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Is What Happened to You Legally Actionable?

Not every uncomfortable workplace situation meets the legal standard for sexual harassment, but the threshold is lower than many workers assume. Unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature can all qualify. Harassment doesn’t have to come from your boss. Coworkers, clients, and third parties can all be sources of actionable conduct, and both men and women can be victims regardless of the gender of the harasser. The conduct must be severe or pervasive enough to interfere with your ability to do your job or create an abusive work environment. Being employed at-will in Alabama doesn’t eliminate your right to pursue a claim. If you’re uncertain whether your situation crosses the legal line, a free case evaluation with our team is the right place to start.

Steps to Take After Experiencing Workplace Harassment in Montgomery

What you do in the days and weeks after harassment occurs can significantly affect your legal options. Start by keeping a detailed written record: note the specific dates, what was said or done, where it happened, and the names of anyone who witnessed it. The more precise your documentation, the stronger the foundation for any future claim.

Report the harassment through your employer’s internal complaint process whenever possible. A documented formal complaint strengthens a subsequent legal claim and creates an obligation for your employer to respond. If the employer fails to act or the harassment continues, filing an EEOC charge of discrimination is the required next step before a lawsuit. Consulting an attorney early helps preserve evidence and ensures you don’t miss a procedural deadline. We handle cases throughout Montgomery, AL, including situations where an employer ignored or dismissed a harassment complaint.

The EEOC Process for Alabama Sexual Harassment Claims

Before you can file a lawsuit under Title VII, you must first file a charge of discrimination with the Equal Employment Opportunity Commission. In Alabama, the deadline to file that charge is 180 days from the date of the last act of harassment. Alabama doesn’t have a state fair employment practices agency that would extend this window to 300 days, as many other states do. Missing the 180-day deadline can bar your claim in court entirely, regardless of how strong the underlying facts are.

Once the charge is filed, the EEOC may offer mediation as a voluntary alternative to a formal investigation. If the matter isn’t resolved through mediation or investigation, the EEOC issues a right-to-sue letter. From that point, you have 90 days to file a lawsuit in federal court.

When Your Employer Is Liable for Sexual Harassment

Liability depends on who did the harassing and how the employer responded. When the harasser is a supervisor with authority over the employee, the employer may be held liable for the conduct. An employer may assert an affirmative defense if it took reasonable steps to prevent and correct harassing behavior and the employee unreasonably failed to use available corrective opportunities, but that defense isn’t available when the harassment resulted in a tangible employment action such as a termination or demotion.

When harassment comes from a coworker or a third party such as a client or vendor, the employer is liable if it knew or should have known about the conduct and failed to take corrective action. Employees who leave because conditions became intolerable may also have a constructive termination claim, which arises when a resignation is effectively forced by the employer’s failure to address an abusive environment.

Quality You Can Rely On

30+ Years of Combined Experience

Our seasoned attorneys bring decades of insight to every case, ensuring you receive knowledgeable and effective representation.
5 Star Client Reviews

Our clients consistently praise our dedication, responsiveness, and results-driven approach.
Highly Awarded Legal Team

Recognized by industry leaders and peers, our team’s accolades reflect our unwavering commitment to excellence.
Professional & Prompt Care

We prioritize clear communication and timely updates so you’re never left in the dark.

Retaliation After Reporting Sexual Harassment in Montgomery

Title VII prohibits employers from retaliating against employees who report sexual harassment or cooperate in a harassment investigation. Retaliation can take many forms: termination, demotion, a pay cut, reassignment to a less desirable role, unjustified negative performance reviews, or heightened scrutiny that wasn’t there before the complaint was filed.

A retaliation claim is actionable even if the original harassment complaint doesn’t ultimately satisfy the legal standard for harassment, as long as the complaint was made in good faith. An employee fired after reporting harassment may have both a retaliation claim and the underlying harassment claim. We handle retaliation cases alongside sexual harassment claims throughout Montgomery, and the two claims are often pursued together.

Remedies Available to Montgomery Sexual Harassment Victims

Title VII provides a meaningful range of remedies when a harassment claim succeeds. Back pay covers lost wages from the time of the adverse employment action. Front pay addresses future earnings when reinstatement isn’t practical or possible. Compensatory damages are available for emotional distress and other noneconomic harm caused by the harassment or retaliation. Punitive damages may be awarded where the employer acted with malice or reckless indifference to federally protected rights. Attorney fees can also be recovered. Courts may additionally order injunctive relief requiring the employer to change discriminatory policies or practices.

Sexual Harassment Protections for Montgomery’s Government & Public-Sector Workers

Montgomery is Alabama’s state capital, and a significant share of the local workforce is employed by state or federal government agencies. Public-sector employment doesn’t eliminate harassment protections. State government employees in Alabama are covered by Title VII and can pursue sexual harassment claims against their employers. Federal employees are also protected, though the process differs: federal workers must first file an administrative complaint through their agency’s Equal Employment Opportunity office before proceeding further with their claim.

We maintain a dedicated federal employees practice and serve clients in Montgomery navigating both the state and federal administrative processes. Public-sector employers are not exempt from liability, and the same standards for employer responsibility apply.

Start Your Case Before the Deadline Passes

Alabama’s 180-day EEOC filing deadline begins from the date of the last harassing act, and waiting too long can permanently close the door on an otherwise valid claim. We offer a free, confidential case evaluation to Montgomery workers who believe they’ve experienced sexual harassment or retaliation at work. Call us at (205) 265-1880 or submit our online form to get started.

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