Sexual Harassment Attorney in Des Moines

Recognizing & Addressing Sexual Harassment

Even seemingly “minor” or “subtle” actions can contribute to sexual harassment and foster a toxic workplace culture. Employers must address these behaviors promptly to maintain a safe, respectful environment for everyone.

This type of harassment can affect anyone, regardless of gender, age, or job position. Although it is often perceived as an issue primarily affecting women, men, non-binary individuals, and persons of any gender identity can be victims.

Harassment can occur between co-workers or involve individuals in positions of authority, such as supervisors or managers. It can also be perpetrated by clients, customers, or anyone an employee interacts with in a work-related capacity.

Beyond more obvious forms, a supervisor may harass you based on your sex in a manner that isn’t overtly sexual. This often occurs when women leave stereotyped roles and rise into management or upper management.

If you’ve experienced workplace sexual harassment, we urge you to speak with a sexual harassment attorney at Newkirk Zwagerman, P.L.C. to understand the law, your rights, and the remedies available to you.

Our approach addresses both immediate legal solutions and long-term preventative measures for businesses. We stress the importance of transparency and accountability within workplaces, and our team can help educate management and employees on harassment prevention. We can also assist in revising company policies to better protect employees and respond effectively when allegations arise.

• Related Reading: Identifying Actions that Point to Retaliation in the Workplace

Understanding Workplace Sexual Harassment in Des Moines

Workplace sexual harassment takes many forms, from overt actions to subtle behaviors, all of which can undermine an employee’s dignity and create a hostile work environment.

These include the following:

• Physical harassment
  • Unwanted touching: Any physical contact without consent, such as hugging, patting, stroking, or brushing against another’s body.
  • Groping: Intentional touching of private body areas, including attempts to grab.
  • Cornering or blocking movement: Restricting someone’s ability to move freely to intimidate or make advances.
• Verbal harassment
  • Sexual advances: Making unwelcome propositions or requests for sexual favors.
  • Suggestive comments or questions: Comments about someone’s body, appearance, or attire in a sexual way, or asking invasive questions about their sexual experiences or preferences.
  • Sexual jokes or stories: Sharing crude, explicit sexual jokes or unnecessarily recounting personal sexual experiences.
  • Derogatory language: Using demeaning or explicit remarks aimed at someone’s gender or sexual orientation.
  • Spreading rumors: Circulating false or personal rumors about someone’s sexual behavior or relationships.
• Non-verbal harassment
  • Explicit displays or gestures: Making inappropriate gestures like winking, licking lips, or gesturing toward body parts.
  • Staring or leering: Persistent, unwanted gazing that makes someone uncomfortable.
  • Sharing explicit materials: Showing or distributing pornography, explicit videos, or inappropriate images in person or through digital platforms.
• Digital or written harassment
  • Unsolicited messages: Sending graphic texts, emails, or social media messages containing sexual content or innuendos.
  • Sharing sexual content: Using workplace communication channels to share explicit memes, images, or jokes.
  • Harassing comments online: Posting inappropriate comments on colleagues’ social media profiles.
• Subtle or coercive harassment
  • Persistent unwelcome attention: Constantly contacting, following, or engaging with someone after they’ve expressed disinterest.
  • Quid pro quo: Offering promotions or job favors in exchange for sexual acts, or threatening professional consequences for refusing advances.
  • Disrespecting boundaries: Using someone’s boundaries as a joke or pushing them with persistent innuendo or flirtation.
  • Power imbalance exploitation: Using one’s role or authority to pressure someone into uncomfortable personal situations.
• Workplace culture-related harassment
  • Sexual hazing: Initiating new employees or colleagues in ways that involve inappropriate sexual behaviors.
  • Hostile work environment: Creating a workplace atmosphere filled with sexualized conversations, jokes, or other inappropriate content that makes employees uncomfortable.
• Indirect harassment
  • Exposing others: Forcing someone to see or hear inappropriate content, such as pornographic material left in the open.
  • Exclusion based on gender or orientation: Ostracizing someone due to their gender identity or sexuality through direct or implied behavior.

If you’ve experienced any of the behaviors described above, contact a sexual harassment attorney at Newkirk Zwagerman, P.L.C. as soon as possible.

What to Do If You Experience Sexual Harassment at Work

Taking action after experiencing sexual harassment can feel intimidating, especially when the person responsible has power over your job. There are practical steps you can take to protect yourself and preserve your options under Iowa and federal law. We help employees across Des Moines understand those steps so they don’t have to navigate them alone.

In most situations, we encourage clients to document what has happened in as much detail as possible. That can include saving emails, text messages, or social media posts, keeping a written log of incidents with dates and witnesses, and preserving screenshots or voicemails. When it feels safe to do so, reporting the behavior through your company’s written policy, typically to human resources or a designated manager, can also matter. Even if your employer is located outside Iowa, internal reporting can affect how a court or the Iowa Office of Civil Rights views the company’s response.

Before or after making an internal report, consulting a sexual harassment attorney about timing, strategy, and possible outcomes is often valuable. Our attorneys can explain how your situation might be evaluated if a charge is filed with the Iowa Office of Civil Rights or the Equal Employment Opportunity Commission, and what deadlines may apply. Having that information early helps you decide whether to remain in your job, request reassignment, pursue leave, or consider other options while your concerns are investigated.

• Related Reading: I Was Sexually Harassed at Work in Des Moines – What Are My Legal Options?

How Iowa & Federal Law Protect Des Moines Employees From Harassment

Iowa employees are protected by both state and federal law. The Iowa Civil Rights Act prohibits discrimination based on sex and requires employers to maintain a workplace free from unlawful harassment. Employees who face sexual harassment can file a complaint with the Iowa Office of Civil Rights, which investigates allegations and can enforce available remedies. As of July 1, 2024, the former Iowa Civil Rights Commission operates as part of the Iowa Office of Civil Rights, which is now the correct filing body for complaints. A complaint must be filed within 300 days of the most recent alleged discriminatory incident.

The Iowa Office of Civil Rights and the Equal Employment Opportunity Commission operate under a work-sharing agreement, so filing with one agency can cross-file with the other. In some situations, filing first with the Equal Employment Opportunity Commission may be appropriate, particularly where federal claims under Title VII of the Civil Rights Act of 1964 are involved. We help clients understand when to report internally, when to go directly to the Iowa Office of Civil Rights, and how deadlines may affect their options. We walk through these choices step by step so you can make informed decisions that fit your circumstances.

One significant development affects employees in Iowa: as of July 1, 2025, gender identity is no longer a protected class under Iowa Code chapter 216. Complaints alleging gender identity discrimination filed before that date continue to be processed under prior law. Employees whose claims involve gender identity may still have protections under federal law, and we can help you understand how that change affects your situation and what options remain available.

Get the support you need from a sexual harassment attorney. Reach out via online form or call (515) 497-9409 to schedule your case evaluation.

Remedies Available in Iowa Sexual Harassment Cases

Understanding what you can recover is an important part of deciding how to move forward. In Iowa sexual harassment cases, remedies may include back pay for lost wages, compensation for lost benefits, reinstatement to a former position, compensatory damages for emotional distress, and injunctive relief requiring the employer to take corrective action. The type and amount of relief available can depend on the specific facts of your case and the claims involved.

The path to resolution also affects outcomes. Many cases settle before reaching trial, which can provide faster resolution without the uncertainty of a jury decision. Cases that proceed to litigation are decided by a court or jury, and the range of recoverable damages can differ between a state claim under the Iowa Civil Rights Act and a federal claim under Title VII. Our sexual harassment lawyers handle both negotiated settlements and litigation, pursuing the path that aligns with each client’s goals and circumstances. Before you decide whether to accept a settlement or continue toward trial, we can help you evaluate what a realistic range of outcomes looks like for your situation.

FAQs: Workplace Sexual Harassment

What Constitutes Sexual Harassment in the Workplace?

Sexual harassment may include unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. It can also include offensive comments about a person’s gender. Both quid pro quo harassment and hostile work environment harassment are recognized legal forms, each with distinct characteristics and impacts. Knowing where the line falls is an important first step toward understanding your rights.

How Should I Report Sexual Harassment at Work?

Start by following your company’s reporting procedures, usually by speaking to HR or using a designated reporting channel. Document every incident carefully, noting dates, times, and the parties involved. If internal reporting doesn’t resolve the situation, you can file a complaint with the Iowa Office of Civil Rights or consult an attorney to explore other options. A sexual harassment lawyer can explain your protections under both state and federal law and help you decide on next steps.

What Are the Consequences for Employers Who Don’t Address Sexual Harassment Claims?

Employers have a legal obligation to provide a safe working environment. Failing to address sexual harassment claims can result in legal penalties, reputational damage, and significant financial losses from litigation and settlements. Developing clear frameworks for early detection and resolution protects both employees and the organization.

Can Men Be Victims of Sexual Harassment?

Yes. Sexual harassment can affect anyone regardless of gender. Men, just like women, can experience harassing behavior from colleagues or superiors. Inclusive policies and laws are designed to protect all employees from this kind of misconduct, and we represent clients of any gender.

What Is a Hostile Work Environment?

A hostile work environment is one where unwelcome conduct interferes with an employee’s work performance or creates an intimidating or offensive atmosphere. That conduct can include offensive jokes, ridicule, discrimination, and various forms of intimidation. Employees have the right to a workplace free from this type of harassment.

What Compensation Can I Recover in a Sexual Harassment Case?

Remedies may include back pay for lost wages, compensation for lost benefits, reinstatement, compensatory damages for emotional distress, and injunctive relief requiring your employer to take corrective action. What’s available can depend on how the case resolves and whether the claim proceeds under the Iowa Civil Rights Act or federal law. A sexual harassment lawyer can help you evaluate the likely range of outcomes before you decide whether to accept a settlement or pursue litigation.

Don’t wait to address your legal needs. Contact the sexual harassment attorneys at Newkirk Zwagerman, P.L.C. by calling (515) 497-9409 or reaching out online to schedule your case evaluation.