Sexual Harassment Attorney in Brooklyn, NY
Justice When Your Workplace Becomes Hostile
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Brooklyn Sexual Harassment Lawyer
Sexual harassment doesn’t just disappear on its own. It escalates, affecting your job performance, mental health, and financial security. You lose sleep. You dread going to work. Your career stalls while harassers face zero consequences.
The right legal representation changes everything. You get back control of your professional life. The harassment stops. Your employer takes notice and implements real changes. You recover compensation for lost wages, emotional distress, and the career damage you’ve endured.
Most importantly, you reclaim your dignity. You prove that your workplace rights matter and that no one has the right to make your job a daily nightmare.
Experienced Brooklyn Employment Attorney
We have recovered millions for sexual harassment victims throughout Brooklyn and New York City. Attorney John Howley brings over three decades of employment law experience, including an $80 million class action victory and representation before the U.S. Supreme Court.
Brooklyn’s diverse workforce faces unique challenges. From Wall Street financial firms to local restaurants, harassment happens everywhere. We understand the local employment landscape and the specific protections available under New York City’s Human Rights Law.
Unlike large corporate firms that treat you like a case number, we limit our caseload to give each client the attention they deserve. Your case receives the same aggressive advocacy we provided to Fortune 500 companies during our years at major law firms.
Sexual Harassment Case Process Brooklyn
Your case starts with a confidential consultation where we assess your situation and explain your legal options. We review documentation, identify witnesses, and determine the strongest legal strategy for your specific circumstances.
Next, we handle all communications with your employer and their attorneys. We file necessary complaints with the EEOC or New York State Division of Human Rights, ensuring all deadlines are met and procedural requirements satisfied.
Throughout the process, we protect you from retaliation while building the strongest possible case. We negotiate aggressively for maximum compensation, including back pay, emotional distress damages, and attorney’s fees. If settlement isn’t adequate, we’re prepared to take your case to trial.
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Brooklyn Workplace Harassment Laws
Brooklyn workers benefit from some of the nation’s strongest anti-harassment protections. Unlike federal law, New York City’s Human Rights Law doesn’t require harassment to be “severe or pervasive.” Any unwelcome conduct based on gender can be actionable.
This means Brooklyn employees have broader protection than workers in many other cities. Even conduct that might not meet federal standards can still violate local law and result in significant compensation.
Brooklyn’s employment landscape includes industries with higher harassment rates, including restaurants, hotels, and financial services. Recent data shows that 22% of New York workers have experienced workplace sexual harassment, with many cases going unreported due to fear of retaliation. We help clients understand that reporting harassment is not only their right but often leads to positive workplace changes that protect other employees.
What compensation can I recover in a Brooklyn sexual harassment case?
Sexual harassment victims in Brooklyn can recover multiple types of damages. Back pay covers wages lost due to harassment, including missed promotions or raises. Front pay compensates for future lost earnings when returning to work isn’t feasible.
Emotional distress damages address the psychological impact of harassment, including anxiety, depression, and sleep disruption. New York law doesn’t cap these damages in state court, allowing for substantial recovery in severe cases. Punitive damages may also be available to punish particularly egregious conduct.
Additionally, successful plaintiffs can recover attorney’s fees and legal costs, meaning the defendant pays for your legal representation. Courts may also order injunctive relief, requiring workplace policy changes or training to prevent future harassment.
How long do I have to file a sexual harassment claim in Brooklyn?
Time limits for sexual harassment claims vary depending on which law you file under. For New York City Human Rights Law claims, you have three years from the last incident of harassment. This is significantly longer than federal law, which requires EEOC filing within 300 days.
New York State Human Rights Law also provides a three-year deadline for sexual harassment claims. However, if you plan to file under federal Title VII, you must file with the EEOC within 300 days of the harassment.
These deadlines are strict, and waiting too long can eliminate your legal options entirely. Evidence becomes harder to gather over time, witnesses’ memories fade, and documentation may be lost. Consulting with an experienced attorney immediately after harassment occurs protects your rights and strengthens your case.
What if my employer retaliates against me for reporting sexual harassment?
Retaliation for reporting sexual harassment is illegal under federal, state, and local law. This includes obvious retaliation like termination or demotion, as well as subtle forms like increased workload, schedule changes, or social isolation.
New York’s retaliation protections are particularly strong. You’re protected even if your harassment complaint turns out to be unsubstantiated, as long as you had a good faith belief that the conduct was illegal. The law recognizes that employees shouldn’t have to be legal experts to report concerning behavior.
If retaliation occurs, you may have a separate legal claim that can result in additional compensation. Document any changes in treatment after making your complaint. Keep records of performance reviews, schedule changes, or comments from supervisors that suggest retaliatory intent.
Does sexual harassment have to be physical to be illegal in Brooklyn?
No, sexual harassment doesn’t require physical contact to be illegal. Verbal harassment, including sexual comments, jokes, or propositions, can create a hostile work environment. Visual harassment through emails, photos, or posted materials also violates the law.
Even non-sexual conduct can constitute harassment if it’s based on gender. This includes offensive comments about women’s or men’s abilities, appearance-based comments, or treatment that differs based on gender stereotypes.
Under New York City law, the standard is lower than federal law. While federal law requires harassment to be “severe or pervasive,” NYC law only requires that conduct be unwelcome. This means even a single serious incident or a pattern of less severe behavior can be actionable in Brooklyn.
Can I sue if the harassment comes from customers or clients, not coworkers?
Yes, employers can be liable for harassment by customers, clients, or other third parties under New York law. Your employer has a duty to maintain a harassment-free workplace, which includes protecting employees from customer harassment.
This is particularly relevant for Brooklyn workers in restaurants, retail, or service industries where customer interaction is frequent. If your employer knows about customer harassment and fails to take reasonable steps to stop it, they can be held liable.
Reasonable steps might include speaking to the harassing customer, banning them from the establishment, or reassigning you away from that customer. If your employer ignores customer harassment or tells you it’s “part of the job,” they may be violating the law and creating legal liability.
What should I do immediately after experiencing sexual harassment at work?
Document everything immediately. Write down what happened, including dates, times, locations, witnesses, and exact words used. Keep copies of any emails, texts, or written materials related to the harassment. Take photos if visual evidence exists.
Report the harassment to your supervisor or HR department following your company’s policies. Make your report in writing if possible, and keep copies for your records. If your company doesn’t have clear reporting procedures, report to any manager or supervisor.
Seek support from trusted colleagues or professional counseling to help manage the emotional impact. Consider consulting with an experienced sexual harassment attorney to understand your rights and options. Many attorneys offer free consultations and can advise you on protecting your interests while the situation unfolds.
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