New York Sexual Harassment Lawyers

Anyone Can Be Sexually Harassed

Whether you are a man, woman, or transgender anti-sexual harassment laws protect your rights as a New York City employee. Under the law, a man can harass a man, a woman can harass a man, a woman can sexually harass a woman, or a man can harass a woman. 

Sexually harassing a person because of his or her gender identity or status is also illegal in New York City. Furthermore, workplace sexual harassment doesn’t just occur between a supervisor and a subordinate. 

You might have cause for a lawsuit or EEOC claimif you’ve endured inappropriate behavior from a:

What Are Some Examples of Workplace Sexual Harassment in New York City?

If you’re still confused about what constitutes sexual harassment under New York law, you’re not alone. The laws protecting your rights as an employee are broad, complex, and expansive. 

To help demonstrate what exactly sexual harassment looks like in New York City workplaces, here are some examples:

• Giving inappropriate gifts of a sexual nature
• Making demeaning comments about women
• Asking a person about his or her sexual history and preferences
• Repeatedly requesting dates from a person, despite his or her rejection
• Telling you that to get this job, you must sleep with the hiring manager
• Inviting you to a hotel room after a work function
• Showing you pornographic images in the workplace
• Sending you inappropriate text messages and emails
• Making suggestive comments about your figure
• Telling explicit jokes of a sexual nature
• Refusing to hire women or men for a specific job

The list goes on. To clarify, New York City sexual harassment DOES NOT include consensual relationships or asking someone on a date or to meet for drinks. However, if a consensual office romance goes sour, and one party begins harassing the other, giving unfavorable reviews, or even firing the other person, that could constitute sexual harassment under New York law.

New York City sexual harassment isn’t just limited to sexual comments and behaviors. It includes gender discrimination and workplace sexism. You may have been harassed and just not know it. If behaviors make you uncomfortable, leave you feeling embarrassed or ashamed, intimidate you, threaten you, or have any other negative consequences, consult with a New York City sexual harassment lawyer to learn more about your employee rights. 

You don’t have to put up with it anymore. You don’t have to endure sexual harassment just for the sake of keeping your job or “fitting in.”

Laws Protecting You From New York City Sexual Harassment

Our New York City sexual harassment lawyers see clients from all walks of life come through our doors. No matter your occupation, there are laws that protect your employment rights.

In fact, New York City has some of the broadest and most liberal employee rights laws in the entire nation, making it easier for victims of sexual harassment to secure the compensation they deserve after they’ve experienced an ordeal.

Title VII of the 1964 Civil Rights Act

A federal law, Title VII of the 1964 Civil Rights Act protects workers across the nation. Our New York City sexual harassment attorneys bring cases to the Equal Employment Opportunity Commission (EEOC) and then federal court, if necessary, when an employer has violated this federal law.

Title VII of the Civil Rights Act: 

• Applies to employers with 15 or more employees.
• Requires you to file a charge with the EEOC first. If the case cannot be resolved by the EEOC, which is an administrative body, you bring your claim to federal court.
• Does not cover offhand comments and “simple teasing.” The behavior must be severe in nature.
• Allows you to recover compensation for lost wages, lost out-of-pocket expenses, attorneys’ fees, legal costs, and compensation for emotional distress. However, there are established limits on how much money you can collect based on the size of the employer.

Our New York City sexual harassment lawyers can let you know if you should bring your case under Title VII.

New York State Human Rights Law

Sexual harassment is considered a form of sex discrimination per the New York State Human Rights Law (NY HLR). The NY HLR defines sexual harassment the same way as Title VII-- it includes unwelcome sexual advances and requests for sex, as well as verbal or physical harassment based on sex. 

Unlike Title VII, however, it applies to employers with four or more employees. So, if you were employed at a smaller organization, you may be able to bring a harassment charge under this law.

Under the NY HLR, the conduct must be “severe” or “pervasive” in nature. So, like Title VII, an isolated incident is unlikely to be considered New York sexual harassment unless the act was completely egregious, such as a sexual assault.

If our sexual harassment attorney files a claim under this law, we might file it with the New York City Division of Human Rights, or in New York State Superior Court.