Workplace sexual harassment is illegal conduct based on sex or gender that is severe or pervasive enough to create a hostile work environment or involves unwanted sexual advances or coercion. Employees in Pennsylvania may have legal options when harassment interferes with their ability to work or leads to retaliation.
What qualifies as workplace sexual harassment?
Sexual harassment qualifies as unlawful when conduct based on sex or gender is either severe or pervasive and affects the terms, conditions, or environment of employment. This includes quid pro quo demands, unwanted physical contact, sexual comments, or repeated conduct that creates a hostile work environment, even if not directed at a single person.
Who can be a victim of sexual harassment at work?
Any employee can be a victim of workplace sexual harassment, regardless of sex, gender, sexual orientation, job title, or length of employment. Courts recognize that harassment may occur between coworkers, supervisors, clients, or third parties and does not require the harasser to have direct authority over the employee.
Who can be held legally responsible for workplace sexual harassment?
Responsibility may extend beyond supervisors. Employers may be liable for harassment by managers, coworkers, or even customers if they knew or should have known about the conduct and failed to take appropriate corrective action under employment law standards.
What should I do before contacting a sexual harassment lawyer?
Before speaking with an attorney, employees should document incidents, preserve communications, identify witnesses, and review internal reporting policies. Reporting harassment internally may be required in some cases, but retaliation for reporting is prohibited under state and federal law.
What happens during a sexual harassment lawyer consultation?
During a consultation, an employment attorney typically reviews the timeline of events, the nature of the conduct, any reports made, and supporting documentation. The attorney evaluates whether the conduct meets legal thresholds and explains potential next steps, deadlines, and enforcement options.
How much does a workplace sexual harassment lawyer cost?
At Freundlich & Littman, workplace sexual harassment matters are handled on a contingency fee basis, meaning clients do not pay legal fees unless compensation is recovered. Consultations are free and confidential, allowing employees to understand their options without upfront cost.
Can my employer retaliate against me for reporting sexual harassment?
Retaliation for reporting harassment or participating in an investigation is illegal. Retaliation may include termination, demotion, schedule changes, discipline, or other adverse actions taken without legitimate justification after protected activity.
WHAT DO I DO NOW?
Making a complaint of sexual harassment can seem scary, but that does not mean you cannot see relief from perpetrators of sexual harassment. The employment lawyers at Freundlich & Littman, LLC understand how scary and alienating the process seems. You are not alone. Reach out for legal advice today. We can be reached at (215) 545-8500 or at info@FreundlichandLittman.com
For more information, see these links:
https://philadelphiaattorneylawyer.com/blog/what-to-do-if-youre-sexually-harassed-at-work/
http://www.eeoc.gov/laws/types/sexual_harassment.cfm
http://www.eeoc.gov/eeoc/publications/fs-sex.cfm
http://www.eeoc.gov/laws/types/retaliation.cfm
[1] http://www.eeoc.gov/laws/types/sexual_harassment.cfm
[2] Oncale v. Sundowner Offshore Services, Inc., et al, 118 S.Ct. 998 (March 4, 1998)
[3] http://www.eeoc.gov/laws/types/retaliation.cfm
