St. Petersburg Sexual Harassment Attorneys
Our expert sexual harassment lawyers offer top-tier representation for victims of workplace sexual harassment, assisting individuals at all levels of employment. We provide comprehensive legal support with the sensitivity your case deserves.
Sexual Harassment Lawyers In St Petersburg, FL
Cantrell Astbury Kranz, P.A., is the working person’s trusted firm for sexual harassment cases in the St. Petersburg area and throughout all of Florida. As the name suggests, Cantrell Astbury Kranz, P.A.is just that—a firm of highly-skilled, specialized attorneys with a proven track record representing employees of all levels who have been the victims of workplace sexual harassment.
Sexual harassment, sometimes referred to as workplace harassment; a hostile, abusive, or toxic work environment; or sex discrimination, is illegal under both federal law and Florida statutes. Title VII of the Civil Rights Act of 1964 (“Title VII”) is the federal law that makes it illegal for an employer to refuse to hire, to terminate the employment of, or to otherwise discriminate against an individual based on a protected class, which includes sex. Meritor Sav. Bank, FSB v. Vinson, 477 U.S. 57 (1986). The protections available under Title VII preclude an employer from using sex to take adverse employment action and also make it unlawful for an employer to retaliate against an employee that complains about sexual harassment. Florida’s Civil Rights Act (“FCRA”) analyzes sexual harassment claims the same way Title VII does.
Common examples of conduct that constitute sexual harassment under federal and Florida law include, but are not limited to, the following:
- Unwanted physical contact of a sexual nature (e.g., kisses, hugs, butt or genital touching, rape)
- Unsolicited discussions or questions about sex
- Sexual jokes, innuendos, or explicit comments
- Propositioning someone else for sexual favors
- Threatening adverse employment actions if an employee doesn’t agree to sexual favors
- Displaying nude or otherwise sexually inappropriate images in the workplace
- Making surprise dates under the pretense of a “work meeting”
- Sending suggestive text messages or emails
- Making inappropriate communications after work hours
- Cornering someone in a tight space
- Repeated compliments on the employee’s physical looks
- Unwanted or inappropriate gifts of a romantic/sexual nature
In Florida, to cite a claim for sexual harassment, individuals must timely file a claim with the Equal Employment Opportunity Commission (“EEOC”) for relief under Title VII and/or file a claim with the Florida Commission on Human Relations under the FCRA. Title VII mandates a 300-day statute of limitations for filing charges for sexual harassment with the EEOC. This means you have exactly 300 days from the date the harassment transpired to file a claim under Title VII with the EEOC. Under Florida law, individuals have 365 days from the date the harassment took place to file a claim with the Florida Commission on Human Rights.
The tight deadlines require fast action if a victim of sexual harassment is going to try and obtain the legal relief available to them. Contact Cantrell Astbury Kranz, P.A. for a free consultation with a St. Petersburg sexual harassment attorney at (727) 509-6555 or email us at coordinator@caklegal.com.
To help victims make their decision, we include information below about our credentials, examples of our experience, and Frequently Asked Questions related to sexual harassment.
Why Hire Us
Victims of sexual harassment deserve to have their claim heard and handled with care, which requires finding attorneys that have the know-how to handle their case. Many attorneys with Cantrell Astbury Kranz, P.A. are not only specialists in sexual harassment, but are also industry leaders. For instance:
- Our attorneys are award winning. Most possess an “AV” rating by Martindale Hubbel (a peer-reviewed rating) and have been highly rated by former clients, are honored by Super Lawyers and Florida Trend’s Legal Elite (peer-reviewed ratings), and have achieved “Best Lawyers” status by Best Lawyers (a peer-reviewed rating).
- Our attorneys frequently publish articles and educational documents on workplace sexual harassment and routinely provide training seminars to other professionals on the matter, including training HR, business owners, and even other attorneys.
- Our attorneys have legitimate and substantial experience. Collectively, our attorneys have represented hundreds of plaintiff-side clients with discrimination or sexual harassment claims. Our Chief Trial Counsel, Warren Astbury, has conducted over 40 trials. All our other attorneys also have significant trial and/or arbitration experience. In fact, clients are commonly referred to us for their employment law matters by other attorneys.
When looking for a St. Petersburg sexual harassment lawyer, you are urged to compare the qualifications of the lawyers that you are considering. Aside from subject matter experience, take into account the educational background, past results and successes, and what client references say about their particular experiences with a lawyer. At Cantrell Astbury Kranz, P.A., we are always pleased to share references. If you or your company is considering a top Florida sexual harassment attorney in the St. Petersburg, Florida area, consider Cantrell Astbury Kranz, P.A.
What We Handle
Cantrell Astbury Kranz, P.A. represents clients in employment law matters, but are primarily focused on representing plaintiffs, including those with workplace sexual harassment claims.
Past Successes
The following cases are a few examples of what we have handled for clients:
- Successfully obtained a mid-six-figure settlement for a single-plaintiff’s race discrimination, harassment, and retaliation claims involving an employer that forced an employee to resign after he complained about race discrimination.
- Successfully obtained a mid-six-figure settlement in a single-plaintiff sexual harassment and retaliation case involving an employer that forced an employee to resign after she complained to management about being shown graphic pictures by a male co-worker.
- Successfully obtained a several hundred thousand dollar settlement involving unlawful retaliation claims pursued on behalf of a recruiter in the trucking industry.
- Successfully obtained a mid-six-figure settlement for a single-plaintiff’s disability discrimination, harassment, and retaliation claims against their hospital employer that terminated her for missing too many days while receiving cancer treatment.
Frequently Asked Questions
Any form of sexual harassment is inexcusable and should never be tolerated. First, inform your employer and, as appropriate, human resources and your supervisor. Ideally, you will also memorialize any verbal complaint in a follow-up written complaint (i.e., an email, a Teams message, etc.).
If the unwanted conduct does not stop, or if the conduct was so detrimental that you feel an attorney is needed, contact Cantrell Astbury Kranz, P.A. to speak with one of our St. Petersburg employment attorneys. Initial consultations are free, and we are ready to talk when you are. Call at (727) 509-6555 or email us at coordinator@caklegal.com.
Do not give up. You may still be able to recover. An individual can sue their employer post-employment for constructive discharge. To establish constructive discharge, an individual must demonstrate that the working conditions were so unacceptable that a reasonable person in a similar circumstance would feel compelled to resign.
Damages available for workplace sexual harassment claims vary from case to case and depend on the individual circumstances. Generally, the following categories of damages may be recoverable under federal law:
- Back pay
- Fringe Benefits that would have been received
- Out of pocket costs associated with finding new employment
- Mental anguish
- Attorneys’ fees
- Cost incurred related to the lawsuit
- Punitive damages
First, potential clients will speak with an intake specialist, who will obtain basic required information from you, including a background narrative of your concerns. If your situation is potentially suitable for the firm, one of our experienced attorneys will contact you directly. This is also when we will generally request all relevant documents and information about potential witnesses and other facts needed to analyze your case.
Next, the firm will carefully review the documents and information provided and have an in depth call with you to discuss your potential claims and whether we can offer you representation.
Finally, depending on your circumstances, the status of your claims, and goals, we will then likely prepare a detailed demand letter, help you with making the proper administrative filing, or prepare a lawsuit.
As a result of selectivity and top employment law attorneys, we are generally very successful in meeting each client’s individual objectives. For a free consultation, call 1-877-858-6868 or coordinator@caklegal.com.
