Helping Workers Across Wisconsin Stand Up to Workplace Harassment
Experiencing sexual harassment at work can leave you feeling uncomfortable, disrespected, and unsure of what to do next. You may be worried about your job, your reputation, or whether anyone will take your concerns seriously.
At Hawks Quindel, our Wisconsin employment sexual harassment lawyers represent workers across the state who are dealing with sexual harassment and hostile work environments. For more than 60 years, our firm has focused on protecting employees—not employers—and helping people take action when workplace behavior crosses the line.
You do not have to handle this situation alone. We will listen to your story without judgment and explain your rights during a free case screening. Take the first step toward protecting yourself and your future.
Call today for a free case consultation and speak with a Wisconsin workplace sexual harassment attorney about your situation.
Wisconsin Employment Sexual Harassment Lawyers
To speak with a Wisconsin Employment Sexual Harrasment Lawyer, call (608) 257-0040.
When Do I Need a Lawyer for Sexual Harassment at Work?
If you are experiencing sexual harassment, speaking with our employment team can help you understand whether your situation meets the legal definition of harassment and what options are available to you.
Not every inappropriate comment or uncomfortable interaction rises to the level of a legal claim. However, when behavior becomes severe, persistent, or affects your ability to do your job, it may violate state or federal law.
You should reach out for legal guidance if:
- The harassment is ongoing or escalating
- You reported the behavior, and nothing changed
- You were retaliated against after speaking up
- You feel pressured to tolerate inappropriate conduct to keep your job
- You are unsure how to report the situation safely
Our attorneys can help you evaluate your situation and determine the best way to move forward under Wisconsin laws.
What Qualifies as Sexual Harassment in Wisconsin?
Sexual harassment is a form of unlawful discrimination under both federal law and the Wisconsin Fair Employment Act.
In general, sexual harassment falls into two categories:
- Quid pro quo harassment, where job benefits are conditioned on sexual conduct
- Hostile work environment harassment, where unwelcome behavior creates an intimidating, offensive, or abusive workplace
Examples of workplace sexual harassment may include:
- Unwanted sexual advances or requests for sexual favors
- Repeated inappropriate comments, jokes, or gestures
- Displaying sexually explicit materials in the workplace
- Physical touching or invasion of personal space
- Conduct that interferes with your ability to do your job
The key factor is whether the behavior is unwelcome and whether it creates a work environment that a reasonable person would find hostile or abusive.
What Should I Do If I’m Being Sexually Harassed at Work?
Taking action can be difficult, especially if you are concerned about retaliation or how your employer will respond. However, there are steps you can take to protect yourself and your rights.
Start by documenting what is happening. Keep detailed notes of incidents, including dates, times, locations, and any witnesses. Save emails, messages, or other communications that reflect the behavior.
If possible, review your employer’s policies and follow internal reporting procedures. Many companies require employees to report harassment before taking further action.
At the same time, it can be helpful to speak with an attorney before making a report. This allows you to understand your options and approach the situation in a way that protects your position. Our experienced sexual harassment employment lawyers can walk you through the reporting process and explain how to protect your rights.
Can I Be Fired for Reporting Sexual Harassment?
It is illegal for an employer to retaliate against you for reporting sexual harassment or participating in an investigation. Retaliation can take many forms, including termination, demotion, reduced hours, or negative changes to your job responsibilities. In some cases, retaliation may be subtle, making it more difficult to identify.
If you experience negative treatment after reporting harassment, you may have a separate legal claim for retaliation. These claims are often closely connected to the underlying harassment and can strengthen your case.
Sexual harassment cases depend on evidence that shows what happened and how it affected your work environment. Strong evidence may include:
- Written communications such as emails or text messages
- Notes or records documenting incidents
- Witness statements from coworkers
- Performance reviews or disciplinary records
- Evidence showing how your employer responded to complaints
You do not need to have perfect evidence to reach out to a lawyer. Part of our legal process involves gathering and organizing information to support your claim.
How Long Do I Have to File a Sexual Harassment Claim in Wisconsin?
Sexual harassment claims are subject to strict deadlines, which can vary depending on whether you are filing under state or federal law.
In many cases, you must file a complaint with the Wisconsin Equal Rights Division or the federal Equal Employment Opportunity Commission before pursuing a lawsuit. These filings must be made within a specific period after the harassment occurs.
Because these deadlines can affect your ability to move forward, it is important to act promptly and seek guidance if you are unsure about your timeline. During your case review, we can explain which deadlines apply to your situation.
How the Sexual Harassment Complaint Process Works
Most sexual harassment claims begin with filing a complaint with a government agency such as the Wisconsin Equal Rights Division (ERD) or the Equal Employment Opportunity Commission (EEOC). These agencies are responsible for enforcing state and federal workplace discrimination laws and reviewing claims before they move forward.
While every case is different, the process generally follows several key stages:
Filing a formal complaint describing the harassment
The process begins when you submit a written complaint outlining what happened. This typically includes details about the harassment, when and where it occurred, who was involved, and how it affected your work environment. You may also need to identify your employer and provide supporting documents if available.
In Wisconsin, complaints filed with the ERD must meet specific legal requirements, and the way the complaint is written can influence how the case is evaluated. This is one reason many employees choose to consult with our lawyers before filing. We can help ensure your claim is clearly presented and properly supported from the beginning.
An investigation by the agency
Once your complaint is accepted, the agency will notify your employer and begin an investigation. This may involve requesting documents, interviewing witnesses, and reviewing company policies or internal complaints.
The investigator’s role is to determine whether there is reasonable cause to believe that unlawful harassment occurred. This part can take time, especially if the case involves multiple witnesses or disputed facts. During this period, both you and your employer may be asked to provide additional information or respond to questions.
Possible mediation or settlement discussions
In many cases, the agency may offer mediation as an early step in the process. Mediation is a voluntary, confidential opportunity for both sides to discuss the situation and attempt to reach a resolution without proceeding to a full investigation or hearing.
Some cases are resolved at this stage, particularly when both parties are open to finding a practical solution. However, mediation is not required, and you are not obligated to accept any proposed resolution if it does not reflect your interests.
A determination by the agency or the option to pursue further legal action
After the investigation is complete, the agency will issue a determination. This may include a finding of probable cause (meaning there is evidence supporting the claim) or no probable cause.
If probable cause is found, the case may proceed to a formal hearing before an administrative law judge. If no probable cause is found, you may still have the option to pursue your claim in court, depending on the circumstances and applicable law.
At this stage, understanding your legal options is critical, as the next steps can significantly affect the outcome of your case. We can explain your options and suggest a path to help protect your rights.
This process can take months or longer, depending on the complexity of the case. It often requires detailed documentation, participation in interviews, and careful attention to deadlines. Having a clear understanding of how the process works—and what to expect at each stage—can help you prepare and move forward with greater confidence.
Hear From Our Clients
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Bill Parsons and Brook Tylka and the rest of the staff from Hawks Quindel were very helpful with our case. They kept me up to date on the progress of my claim from the very beginning. After our first conciliation, we felt very confident we had the right attorney to...
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Hawks and Quindel are an amazing law firm to deal with. It’s a scary time and everyone there puts you at rest that they have your best interest at heart. They never make you feel like you are bothering them and they kept me in the loop with answers before...
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I can’t praise Aaron Halstead and Connor Clegg enough for their work on my legal matter. I especially appreciated their thoroughness, patience, and insight. They were always responsive to my questions. They helped me navigate a challenging workplace issue and obtain a good outcome. I would and do recommend them.
“highly recommend seeking the services of this firm”
During this very difficult time, the staff at Hawks and Quindel kept me reassured and informed every step of the way. I had the pleasure of working with Attorneys Jessa Victor and Brook Tylka. Jessa, Brook, Matt, and Hadley, thank you for all of your hard work, professionalism and compassion!...
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From our first phone call with Donnie Malchow, we knew we'd found the right person to help us. I had filed for disability and been denied. He was willing to walk beside us and thoroughly explain the entire process (lasted over a year and a half) and expectations (gave us...
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Attorney Halstead and his team went above and beyond to not only win my case, but because of certain circumstances I had going on, they did everything they could to help and rush the settlement through. They were always quick at responding to emails and phone calls with questions I...
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I reside in New Mexico but drove a semi-truck coast to coast for an unscrupulous trucking company out of Wisconsin. This logistics company harassed, bullied lied and discriminated against me, keeping my earned wages, and leaving me in a financial hole. Devastated I called and left a message for the...
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My recent experience with Hawk Quindel, and in particular with John Leppanen in the Milwaukee office. He, was extremely valuable. The support/intake staff responded quickly to my initial inquiry, and John was responsive and made time soon after our initial contact to begin work on my case. John was able...
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What Makes Sexual Harassment Cases Complex?
Sexual harassment cases are often more complex than they initially appear. Employers may deny that the harassing behavior occurred, argue that it was not severe enough, or claim that they took appropriate action.
In many cases, the outcome depends on:
- Whether the behavior was repeated or severe
- How the conduct affected your ability to work
- Whether the employer knew about the harassment and how they responded
- The credibility of witnesses and documentation
These factors can make it difficult to pursue a claim without a clear strategy and careful preparation.
What If the Harassment Comes From a Supervisor or Manager?
Harassment by a supervisor or manager can raise additional legal issues, especially when that person has authority over your job. If a supervisor conditions job benefits on sexual conduct or creates a hostile work environment, the employer may be held directly responsible for the harassment.
When the harasser is in a power position over you, it can affect how your claim is evaluated and the potential outcomes. Understanding the role of the harasser within the organization is an important part of building a strong case.
What If the Harassment Comes From a Coworker or Customer?
Sexual harassment is not limited to supervisors. It can also come from coworkers, clients, customers, or other third parties.
Employers still have a responsibility to address harassment when they become aware of it. If they fail to take reasonable steps to stop the behavior, they may be held accountable. These situations often depend on whether the employer was aware of the harassment and how they responded.
How the Wisconsin Employment Team at Hawks Quindel Helps Workers Facing Sexual Harassment
At Hawks Quindel, we have spent more than six decades representing workers across Wisconsin in employment law matters, including sexual harassment claims. We are proud to help clients by:
- Evaluating whether workplace conduct rises to the level of harassment
- Explaining legal options and potential outcomes
- Assisting with internal complaints and agency filings
- Gathering evidence to support claims
- Representing clients in negotiations, hearings, and litigation
Because we represent employees—never employers—our focus is on helping you protect your rights and move forward. Call today for a free case screening to discuss your situation.
Ask the Hawks Quindel Team…
Can I file a sexual harassment claim if I didn’t report it right away?
You may still have options even if you did not report the harassment immediately. However, delays can affect how a claim is evaluated. Speaking with an attorney can help you understand how timing may impact your case.
What if there are no witnesses to the harassment?
Many harassment cases do not have direct witnesses. Documentation, patterns of behavior, and your own testimony can still play an important role in supporting a claim.
Can I quit my job and still pursue a harassment claim?
In some situations, you may still be able to pursue a claim if you leave your job due to harassment. This may involve the concept of constructive discharge, depending on the circumstances.
Will my employer find out if I talk to a lawyer?
Conversations with an attorney are confidential. Speaking with a lawyer does not automatically trigger a report to your employer. If you pursue a harassment claim, your employer will be notified.
FAQs About Employment Sexual Harassment in Wisconsin
How much does a sexual harassment lawyer cost?
Our employment lawyers offer free initial consultations or case screenings. Depending on the case, fee structures may vary, and some claims may be handled on a contingency basis. You can discuss costs during your consultation.
What should I bring to a consultation?
Bring any documentation related to your situation, including emails, messages, notes, and employer policies. This information can help provide a clearer understanding of your case.
Can I remain anonymous when reporting harassment?
Internal complaints are typically not anonymous, but agency complaints may offer some level of confidentiality. The specifics depend on the situation and the agency involved.
What happens if my employer investigates and says nothing happened?
An employer’s internal findings do not necessarily determine the outcome of a legal claim. External agencies and courts may evaluate the evidence independently.
Employment Sexual Harassment Resources
Speak With a Wisconsin Employment Sexual Harassment Lawyer at Hawks Quindel Today
Workplace harassment can affect your career, your well-being, and your sense of security at work. Getting clear answers about your rights can help you decide what to do next.
At Hawks Quindel, we have spent more than 60 years helping Wisconsin workers address unlawful workplace behavior and protect their futures. We are here to help you understand your options and take action when you are ready.
Call (608) 257-0040 today for a free case screening and learn how we can help.
Wisconsin Employment Sexual Harassment Lawyers
To speak with a Wisconsin Employment Sexual Harrasment Lawyer, call (608) 257-0040.