Under Title VII of the 1964 Civil Rights Act, employers are responsible for maintaining a work environment free of sexual harassment. In general, sexual harassment involves behavior that creates a hostile work environment or an atmosphere where promotions, hiring decisions, salary increases, or job perks are offered in exchange for sexual favors. Since most employers are aware of state and federal law pertaining to sexual harassment, most cases do not necessarily involve explicit or overt sexual behavior; rather, a pattern emerges involving unwanted comments, innuendo, or double entendre that leads to physical touching and advances.
At the New York employment law office of Leeds Brown Law, P.C., our sexual harassment attorneys understand how to investigate cases involving allegations of sexual harassment. We know how to expose patterns of behavior that indicate employers have something to hide and how to hold the accountable for violating their own policies regarding sexual harassment.
If you’ve been sexually harassed or are having difficulty in the workplace due to sexual jokes and comments, contact the sexual harassment attorneys at Leeds Brown Law, PC today. We can review your case and discuss the legal options available to you.
Under the law, sexual harassment can involve members of the opposite or same-sex. Further, even if no unwanted physical contact has occurred, a work environment consisting of sexual jokes, lewd comments, or sexually oriented material posted on bulletin boards and kiosks may create a hostile work environment. Here, even if a specific person isn’t the target of sexual advances, if they feel uncomfortable or in some way threatened by the atmosphere created by sexual content in the office, their employer may be in violation of Title VII of the Civil Rights Act.
In this regard, the following can constitute sexual harassment:
If you’ve been sexually harassed, talk to one of our employment law attorneys before contacting the Equal Employment Opportunity Commission (EEOC) or your human resources department. First, once you contact the EEOC, they are required to open a file and begin an investigation. This means they will need to contact your employer in order to request certain information.
As a result, your employer will be tipped off regarding your case and could take retaliatory action or destroy important evidence. Contacting your HR department could result in the same thing, allowing management and HR to “get their stories right” while destroying important evidence. In this regard, it’s much better to talk to an attorney and begin collecting the evidence you’ll need to support your case.
At Leeds Brown Law, PC, we have the investigative resources needed to recover emails, analyze handwriting, review hiring and firing decisions, and gather eyewitness testimony needed to expose sexual harassment. Here, the key is identifying patterns of behavior and emphasizing contradictory testimony on the part of supervisors and management.
If a boss, manager, or fellow employee has made unwanted sexual advances towards you at work, contact New York sexual harassment attorneys at Leeds Brown Law, PC today to schedule an appointment and learn how we can help you.
Located in New York City, as well as Nassau County, the attorneys at Leeds Brown Law, PC offer high quality legal services and representation to clients throughout the five boroughs of Manhattan, including Wall Street, Midtown Manhattan, Brooklyn, Queens, the Bronx and Staten Island; and throughout Nassau and Suffolk counties on Long Island, including the Northshore, the Southshore, and cities such as Garden City, Carle Place, Hempstead, Mineola, Melville, Westbury, Hicksville, Levittown, Freeport, Massapequa, Valley Stream, Long Beach, Glen Cove, Syosset, Huntington, Bayside, Forest Hills, Manhasset, Whitestone, Commack, Brentwood and Riverhead, New York. Leeds Brown Law also extends its practice throughout all the counties of Nassau and Suffolk County, which includes the East end of Long Island, as well as to The Hamptons.
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