​You Do Not Have to Tolerate Sexual Harassment
​or a Hostile Work Environment

You May Be Entitled to Compensatory ​and Punitive Damages
Have you been subjected to sexual harassment or a hostile work environment?  Sexual harassment is sometimes blatant.  Even in the 21st century, too many employees are subjected to offensive remarks, crude jokes, unwanted touching, and sexual advances in the workplace.

Sexual harassment can also be very subtle and confusing.  Did that guy brush up against you on purpose?  Or was it an accident?  Sometimes a series of small incidents can add up over time to create a hostile work environment.

Fortunately, the law is on your side and getting better.  Thanks to the “me too” movement, laws have been changed to make it easier to prove sexual harassment.  Judges and juries are more likely to believe you.  They are also more likely to award compensatory and punitive damages.

​For more than 30 years, our lawyers have been helping people protect themselves from sexual harassment and hostile work environments.  We have helped clients resolve difficult situations at work, negotiate settlements and severance packages, and win millions of dollars in compensatory and punitive damages.

Do you have a case for compensatory and punitive damages?  To find out if you have a strong case, consult with one our of experienced employment lawyers. The consultation is free and completely confidential.  Simply call us today at (212) 601-2728 or click on this Free Case Assessment link and we will get in touch with you.

​What Is Sexual Harassment?

Sexual harassment includes a wide range of conduct.  Yes, it includes unwelcome sexual comments, advances, or requests for sexual favors.  It also includes abusive language and images, such as text messages, emails and sexually suggestive screen savers or posters in the workplace. 

Regardless of what form it takes, sexual harassment is illegal if it has an adverse effect in the workplace.

Quid Pro Quo Sexual Harassment

The most blatant form of sexual harassment is called quid pro quo harassment.  This happens when a business owner, supervisor, or manager puts pressure on you to go along with sexual comments or conduct in order to keep your job, get a promotion, get good reviews, or avoid an adverse employment action.  This can involve a boss who suggests that you will not get a promotion unless you sleep with him, or a supervisor who gives you bad performance reviews after you decline to go out on dates with him.  It can also involve a manager who threatens you if you refuse to go along with comments about how sexy you look.

Any kind of sexual conduct or comments can fall into the category of quid pro quo sexual harassment if you feel pressured to go along with them in order to be treated favorably at work.  The quid pro quo nature of the harassment comes from the suggestion that your employment, wages, promotional opportunities, or other conditions of employment may be adversely affected if you object.

Hostile Work Environments

A more subtle form of sexual harassment happens when comments or conduct in the workplace create a hostile work environment.  This type of sexual harassment does not require a connection to a promotion, raise, performance review, or any other employment action.  A hostile work environment exists when sexual comments or conduct interfere with your job performance or create working conditions that are intimidating or humiliating.  The harassment may be by a co-worker, a supervisor or manager, or even a customer or vendor who does not work for your company.

A hostile work environment is not always about sex.  It can also be created when you are harassed because of your gender, even if the harassing conduct does not involve sexual comments or images.  For example, if you are constantly subjected to insults or humiliating comments in front of your co-workers because of your gender, then you may have a claim for sexual harassment.  The key is proving that the harassment is happening because of your sex.

Every hostile work environment case is different.  The strongest cases involve frequent and severe harassment by a manager or supervisor.  For example, a single instance of sexual assault by a manager or supervisor almost always creates a hostile work environment.  Obviously, if you have been assaulted by someone in a position of authority, then your working conditions have become intimidating.

On the other hand, a co-worker who tells an embarrassing or offensive joke once in a while is usually not sufficient to support a claim for significant damages.  That conduct may be offensive and inappropriate – and any reasonable employer would tell the person to stop – but it will not result in a large damages award.

Most hostile work environment cases fall somewhere in between these examples.  While the law does not prohibit all forms of rude behavior in the workplace, here are some types of conduct that have been found to create a hostile work environment:
  • suggestive comments about an employee’s clothing
  • degrading comments about women in general
  • lewd images on office walls or computer screens
  • repeated sexual advances
  • vulgar and offensive jokes and comments in the workplace
  • unwelcome touching of an employee’s body
  • unwelcome sexual invitations and flirtation
  • unwanted physical contact, such as hugging, rubbing, touching, or pinching
  • frequent leering, staring, or looking someone up and down
  • degrading language, jokes, innuendos, or gestures
  • displaying sexually suggestive objects, pictures, videos, or graffiti
  • sexually inappropriate e-mails, text messages and voicemail messages
  • sexually suggestive or insulting sounds, such as whistling and cat calls
  • asking about a person’s sexual fantasies, sexual preferences, or sexual activities
  • commenting on a person’s body, gender, sexual relationships, or experience
  • repeatedly asking someone for a date after the person has expressed disinterest

​
We Are Here to Help

You are not alone.  At The Howley Law Firm, we care about you.  We are ready to listen to your needs and provide you with helpful information to understand your legal rights and options.

We can negotiate with your employer.  We can file legal claims for compensatory and punitive damages.  Most of all, we can help you protect your legal rights, your mental and physical health, your reputation and your career.

HERE'S WHAT OUR CLIENTS SAY

"John Howley and his firm helped better the quality of my life overall because of what they did for me and my family!  Their support, responsiveness, transparency, and high-quality service are the reasons I have peace in my life.  I recommend him and his firm to anyone in need."
Sarah Novio
​"John helped me with an issue I had been dealing with for over a year.  I had seen a few lawyers.  John was empathetic with me right off the bat.  He was professional beyond compare and got the matter handled so much faster than I expected.  Highly recommend.  Great guy to have on your side."
Nick Lawing
"He was attentive, fully understood my issue, made a recommendation that was in my best interest, and saw the negotiation through to the end.  His professionalism and empathy are things I had not experienced in an attorney previously and it's impressive.  If you need top notch counsel, definitely speak with John Howley."
Stephanie Therese

​Get the Information You Need

We understand that you have questions and concerns.  You may not be ready to speak with a lawyer.  You need more information about how the process works and what to expect.  That is why we focus on providing you with the information you need to make smart decisions.

In our free guide, you will find the answers to the most frequently asked questions about sexual harassment and hostile work environments.  You will learn:
  • ​How to respond to sexual harassment
  • What to do if the harasser is your boss or a senior executive
  • When to make a formal complaint to human resources
  • How the "me too" movement changed the laws to protect you 
  • What types of evidence you need to prove your case
  • How to build a case for compensatory and punitive damages
  • How to protect your career and reputation
  • And much more.....
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