Robert F. Croskery, Esq. and
Melinda E.Knisley, Esq., Partners

Croskery Law OfficesAttorneys at Law

513-232-LAWS (5297)

Croskery Law Office's Blog

Workplace Drama and the Law, Comments by Melinda E. Knisley

Recent Courtroom Successes

We have been pleased to have won our last five employment law trials in Hamilton County (2)  Butler County (2), Warren County (1).  Juries in this region seem to appreciate that employees have the right to be free of sexual harassment, not to be fired for refusing to serve a drunk, and not to be retaliated against for complaining of sexual harassment.

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Sexual Harassment and Sexual Assault Can Cause Intense Emotional Distress

Melinda E. Knisley is a lawyer who has been representing victims of sexual harassment and sexual assault for many years. Melinda has counseled so many victims and listened to their stories that she has noticed a unique pattern of responses shared by most of her clients.

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Many Victims of Sexual Harassment and Sexual Abuse Prefer a Female Attorney

Melinda E. Knisley is a lawyer who has been representing victims of discrimination in the workplace for many years. She also has represented many victims of non-workplace sexual assault, such as assault by a dentist, a doctor, an accountant or by a customer in bar, etc. Melinda is often sought out by clients who are very embarrassed to discuss the details of what happened to them.

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Building a Sexual Harassment Case

Melinda E. Knisley has been representing victims of sexual harassment for many years. All too often, potential clients call Melinda AFTER they have either quit or been fired, due to the harassment or for complaining about the harassment. At this point, it is often a “he said, she said” type of case with little evidence to support the victim’s claims other than the victim’s own testimony.

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Workplace Romances and Sexual Harassment

Melinda E. Knisley has been representing victims of sexual harassment for many years. Melinda has handled a category of cases that include women who have been pressured by a superior into having a sexual relationship with their boss.

Perhaps the relationship was truly consensual when it started out. It is often hard to say, because there is always inherent pressure for a subordinate employee to go along with her boss’ sexual advances in order to remain employed. In addition to that, the subordinate employee may experience tremendous employment benefits for submitting to her boss’ advances.

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Cincinnati, Ohio
(513) 232-LAWS (5297)

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