In the past two years, there have been two sexual harassment allegations against a senior executive official at the National Rifle Association (NRA). The two victims worked with the executive official; one worked for the NRA while the other worked for the NRA’s contracted marketing firm. The sexual harassment claim involving the NRA employee was settled back in 2017. According to multiple sources, the NRA funded the settlement.
A sexual harassment claim involving a worker at Ackerman McQueen, the NRA’s marketing firm, occurred in 2018. Due to the allegations, Ackerman McQueen prohibited the NRA official from working alongside its employees. The marketing firm claimed that when addressed with the issue, key organization members of the NRA showed support in favor of the official. This allegation inspired a slew of lawsuits involving the two companies.
Although the NRA removed the official from working as liaison between the NRA and Ackerman McQueen, many still have concerns, which include questionable spending on behalf of a non-profit organization. Other concerns lie with the NRA’s support of a repeat sexual harassment offender.
The Prevalence of Sexual Harassment in the Workplace
According to an estimation from the United States Equal Employment Opportunity Commission (EEOC), up to 85 percent of female workers will experience sexual harassment at least once. The EEOC also estimates that 70 to 90 percent of those who encounter workplace sexual harassment will not report the incident. Even more unsettling, many of those who report the incident face backlash from their employer.
According to data, most employers punish those who file sexual harassment charges. In fact, there is employer retaliation in 68 percent of sexual harassment charges. Even more shocking, 64 percent of charges are associated with job loss. This data further proves that the NRA’s support of the executive official is not an isolated incident in the workforce. Many victims lose their jobs and are further shunned after a report is made. These punitive retaliations tend to prevent other victims from reporting sexual harassment.
Identifying Sexual Harassment
In order to report sexual harassment, it is important that workers identify it. Common forms of sexual harassment include:
- Non-consensual physical touching
- Showing sexually explicit photos or videos
- Discussing sexual encounters in an inappropriate manner, including asking another individual about their sexual experiences
- Making sexual remarks about one’s physical appearance or clothing
- Making job advancements dependent on sexual favors
- Firing an individual for refusing sexual advances
When one encounters workplace sexual harassment, they are encouraged to contact an employment lawyer to receive the best possible results for their case.
Cherry Hill Employment Lawyers at Sidney L. Gold & Associates, P.C. Advocate for Victims of Sexual Harassment
If you or a loved one experienced sexual harassment while at work, you should contact a Cherry Hill employment lawyer at Sidney L. Gold & Associates, P.C. Our lawyers display both compassion and proficiency throughout the legal process. Contact us online or call us 215-569-1999 for a free consultation. Located in Pennsauken, New Jersey, we proudly serve clients throughout South Jersey, including Cherry Hill, Haddonfield, Marlton, Moorestown, and Mount Laurel.