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Helping Workplace Sexual Harassment Victims Obtain the Compensation to Which They Are Legally Entitled

Sexual harassment in the workplace is a serious issue in the New York area. Unacceptable incidents and patterns of behavior continue to occur with shocking regularity, despite clear company policies, the law, and, as of late, social movements aimed at putting instances of sexual harassment squarely in the public eye.

State and federal laws prohibit sexual harassment in the workplace. Not only does harassment make workers uncomfortable, it can damage their ability to effectively work, their self-esteem, and even their mental health. Harassment can leave a direct impact on a person's career, income, and ultimately, quality of life. In some cases, sexual harassment becomes so pervasive that an employee will stop showing up to work or voluntarily quit. Perhaps worst of all, many workplace sexual harassment victims know that what they're facing is wrong, but they do not report the matter for fear of retaliation.

Thankfully, help is available. Attorney Adam Braverman of Braverman Law PC is an experienced sexual harassment lawyer who works with victims to hold people and employers responsible for unlawful conduct. Once you retain Mr. Braverman, he will protect your rights and handle potentially uncomfortable communications with your employer or other parties on your behalf. To schedule a consultation with Mr. Braverman, contact him online or call (212) 206-8166.

What Does Sexual Harassment Look Like?

Sexual harassment can take many forms, so it is not always clear to victims when harassment is occurring. Typically, sexual harassment falls into one of two categories: hostile work environment harassment and quid pro harassment.

  • Hostile work environment harassment – A hostile work environment exists when the offensive conduct becomes so pervasive or severe that a reasonable person would find it abusive, intimidating, or hostile. Examples of conduct that may create a legally actionable hostile work environment include inappropriate jokes, unwanted touching, displaying sexually suggestive materials, sexual propositions, and discussing sexual exploits. Sexual harassment does not need to constitute sexually explicit or suggestive comments or activities—making disparaging comments about women in general can qualify as sexual harassment. The law, however, does not prohibit isolated incidents that involve jokes, teasing, or off-hand comments. To determine whether you have a case, call an experienced sexual harassment attorney to discuss the facts of your particular situation.
  • Quid pro quo harassment—In quid pro quo harassment, conditions of employment are directly tied to the performance of sexual favors. Conditions of employment can include hiring, firing, demotion, assignment of less-desirable job duties, advancement, or pay increases, just to name a few.

Do You Believe You Were Sexually Harassed? Protect Your Rights by Taking These Steps

If you suspect that you are or were subjected to sexual harassment in the workplace, protect yourself and your rights.

  • Speak to an attorney as soon as you can. When you are subjected to sexual harassment at the workplace, you may not know where to turn. You may feel helpless and alone and worry that if you report the matter to anyone you will suffer retaliation at the hands of your employer. Fortunately, an attorney can make the process of reporting sexual harassment and potentially filing a claim significantly easier. A lawyer will communicate with your employer on your behalf and take steps to ensure that your employer does not retaliate against you for making a complaint. In addition, should your case go before the Equal Employment Opportunity Commission (EEOC) or a court, your lawyer will represent you and ensure that your case is presented in the strongest way possible.
  • Discuss the matter with your employer. In cases involving hostile work environment harassment, the law provides employers an opportunity to take steps to address the matter internally. The law bars victims from filing hostile work environment claims until they exhaust their administrative remedies. In cases involving quid pro quo harassment, you should let human resources know about the situation—and discuss the problem with your lawyer, because you may be able to file a quid pro quo claim immediately. In either case, your lawyer may offer advice about how best to approach the subject with your employer.
  • Gather and keep evidence in support of your claim. You may need to produce evidence to support your harassment claim. For example, if a co-worker is sending you inappropriate text messages or leaving inappropriate voicemails, you should keep them, even if they make you uncomfortable. In the event that the harassment takes place in person, talk to coworkers who may have witnessed the harassment and find out if anyone else was subjected to similar misconduct. An experienced lawyer can help you determine with evidence you need and how best to collect it.

In the event that the harassment has already taken place and you did not follow the steps outlined above, a lawyer may still help you. Remember, however, that you must file sexual harassment claims within a relatively short period of time, so if you believe you were harassed in the workplace, contact a lawyer as soon you can.

Call Braverman Law PC Today to Speak With a New York City Sexual Harassment Lawyer

If you believe that you were the victim of workplace sexual harassment in the New York City area, call Braverman Law PC as soon as you can. Attorney Adam Braverman is an experienced employment law attorney who is committed to helping employees protect their legal rights. In addition to working with people who were sexually harassed at work, Mr. Braverman regularly represents the rights of employees seeking justice for a variety of workplace issues, including wage and hour violations. To schedule a consultation with Mr. Braverman, call his office today at (212) 206-8166 or send him an email.


We will use our years of expertise and experience to fight for your rights as a business owner or employee. We have the skills, dedication, and knowledge to protect your best interests.