Sex Harassment Attorneys Compassionately Guide Employees on Long Island

Woman or Man, our Sexual Harassment Attorneys Provide Compassionate Help

Sex harassment lawyers at Leeds Brown represent victims of workplace harassment and employment discrimination, across Long Island and New York State and during all stages of the process. Speaking with counsel at the first sign of harassment can be very helpful no matter what resolution you ultimately reach.

Our employment lawyers understand that being sexually harassed at your job by a supervisor, co-worker, customer or vendor can have long-lasting implications. Harassment can negatively impact your emotional well-being and physical health and can derail your career aspirations. We can help put you at ease.

By consulting with Leeds Brown the moment you think someone is harassing you, you can begin the process of assessing the situation, determining if the behavior violates the law, preserving evidence and building a case. We can arm you with the knowledge you need to feel confident that you have recourse and support in the event your employer is violating your rights. We can explain your options to you and represent your interests should you wish to proceed with a charge against your employer.

Common Questions About Sexual Harassment in New York

There are several things that every (potential) victim of sexual harassment wants to know.

  • Was this sexual harassment under the legal definition?
  • Should I report the sexual harassment?
  • Are there things I can do to protect myself from more harassment?
  • Can my employer retaliate against me?

The Legal Definition of Sexual Harassment

Title VII of the federal Civil Rights Act of 1964 makes it unlawful for an employer to discriminate against an employee or applicant because of race, religion, color, national origin or sex. New York State Human Rights Law (NYSHRL) has similar provisions regarding workplace discrimination. Sex discrimination can occur when an employment decision is based on sex. An employment decision includes hiring, firing, distributing benefits and nearly any other condition of employment. For example, your company does not provide the same benefits to female and male employees or refuses to hire women for non-administrative jobs.

Sexual harassment a form of sex discrimination and can include unwelcome sexual advances, requests for sexual favors and other offensive physical and verbal conduct at work.

There are essentially two types of sex harassment you find in the workplace on Long Island. The first is quid pro quo. Quid pro quo sexual harassment occurs when a supervisor predicates the promise or threat of employment consequences for a subordinate on the satisfaction of a sexual advance.

For example, your boss says she will fire you if you refuse to have sex with her. Or, your supervisor promises you a raise if you accompany him on a romantic vacation. Quid pro quo harassment can occur only between a person with power and a subordinate employee.

Sexual harassment also occurs when inappropriate behavior is unwelcome and pervasive enough to result in a hostile work environment. Sexual harassment of this nature can involve one or many co-workers, it does not have to be perpetuated by a supervisor. A hostile work environment may exist when you experience:

  • Unwanted touching
  • Sexually belittling or offensive comments
  • Threats of assault
  • Assault
  • Sexual propositions
  • Obscene emails or phone calls
  • Offensive sexual language

A hostile environment exists when the conduct is severe or pervasive enough that a reasonable person would find it intimidating, hostile, offensive or abusive.

Does your employment situation fit into one of these categories of sexual harassment? Ask Leeds Brown to help you determine if your workplace experience falls under the protection of Title VII.

Should You Report the Harassment?

Before you report the harassment, you may want to do some research to make sure you protect your rights. Your employer may have a policy that requires you to report sexual harassment to a particular person or department to preserve your rights to file a claim down the road. What if you are supposed to report the behavior to your manager, and your manager is the harasser?

Consider speaking with the experienced legal professionals at Leeds Brown before you make the decision to report the sex harassment. We can help you understand your workplace policies and their ramifications. We can also assist you to formulate your thoughts, concerns and the details of the harassment into a complete and confident message to present to the appropriate party.

Can you Protect Against Further Sexual Harassment?

Not only can we help you prepare to report sexual harassment, but we can also share with you some tips to help you protect yourself should the harassment continue. Experiencing sexual harassment can make any victim emotional, frightened and insecure. The more information, support, and advice you have, the more equipped you may be to handle the situation.

Be prepared to document all evidence of harassment as well as all conversations with your employer about it. You should develop a solid plan to deal with the harasser or harassers if the behavior continues or becomes worse. Employment lawyers at Leeds Brown, focusing on workplace sex harassment claims across Long Island and the New York City metropolitan area, can help you monitor your progress as your complaint plays out.

Can Your Employer Retaliate?

This question we can answer easily: not legally. Under Title VII and NYSHRL an employer may not retaliate against an employee for filing a complaint or trying to stop sex discrimination or harassment. Retaliation comes in many forms such as:

  • Termination
  • Removal from a favored work assignment
  • Disciplinary write-up
  • Negative reviews
  • Exclusion from meetings
  • Exclusion from training
  • Transfer
  • Demotion

The trick is determining if the action is unlawful retaliation or an honest business decision. If your employer retaliates, that action may violate Title VII and the NYSHRL. In this case, you may have an underlying sex harassment claim as well as a wrongful termination or another retaliatory claim.

The earlier in the process you can get us involved, the better chance we have of making sure you understand your options.

Contact Us

The lawyers at Leeds Brown have spent decades working tirelessly to safeguard and enforce the rights of workers in New York and nationwide. Our team loves this work, and it shows in our passionate representation and outstanding results. We have secured millions of dollars in monetary awards for clients and held employers accountable for discrimination and sex harassment against hard working employees.

We are available 24/7 to discuss your sexual harassment claim. Call 1-800-585-4658 for a free case evaluation. Employment law attorneys at Leeds Brown welcome the opportunity to help you protect your right to work in a safe and harassment free environment.

 

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