Sexual Harassment Attorney in Canarsie, NY
Justice for Workplace Sexual Harassment Victims
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Sexual Misconduct Attorney Canarsie
Sexual harassment doesn’t just violate your rights—it can destroy everything you’ve worked for. Your job performance suffers. Your mental health takes a hit. Career opportunities disappear.
When you win your case, that changes. You get compensation for lost wages and emotional distress. You get protection from future harassment and retaliation. Most importantly, you get your dignity back.
The law is on your side, but only if you have the right attorney fighting for you. We’ve recovered millions for harassment victims, including an $80 million discrimination settlement and a million-dollar victory for a live-in nanny who faced sexual harassment.
Quid Pro Quo Attorney Canarsie
For over 30 years, we have been fighting sexual harassment cases in New York. We’ve argued in the U.S. Supreme Court and represented major corporations like Pfizer, Texaco, and Citibank.
Now we use that same high-level experience to represent individuals facing workplace harassment. We understand Canarsie’s diverse workforce and the unique challenges employees face in Brooklyn’s service industries, healthcare facilities, and small businesses.
Unlike large firms that treat you like a case number, we accept only serious cases from serious clients. Every case gets our full attention because we know your reputation and career are at stake.
Sexual Assault Attorney Process
First, we listen. We understand what you’ve been through and evaluate your case honestly. We explain your rights under federal law, New York State law, and NYC Human Rights Law—which offers the strongest protections in the country.
Next, we build your case. We document everything, gather evidence, and handle all communications with your employer and their attorneys. You don’t pay us anything unless we win.
Finally, we fight for maximum compensation. We pursue damages for lost wages, emotional distress, and punitive damages to punish wrongdoers. We also seek injunctive relief to protect you from future harassment and retaliation.
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Sexual Harassment Cases Brooklyn
We handle all types of workplace sexual harassment cases in Canarsie and throughout Brooklyn. This includes quid pro quo harassment where job benefits depend on sexual favors, hostile work environment cases, and sexual assault by supervisors or coworkers.
Brooklyn’s diverse economy means harassment happens everywhere—from Canarsie’s healthcare facilities to retail stores along Flatlands Avenue. We’ve seen cases involving restaurant workers, home health aides, office employees, and healthcare professionals.
New York law provides multiple avenues for justice. The NYC Human Rights Law is particularly powerful because it only requires proving conduct was “unwelcome”—not severe or pervasive like federal law. This means more victims can seek justice and recover compensation.
What types of behavior constitute sexual harassment in New York workplaces?
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This covers obvious behaviors like groping or sexual propositions, but also subtler conduct like sexually charged jokes, inappropriate comments about your appearance, or displaying sexual images.
Under New York City Human Rights Law, the conduct only needs to be “unwelcome”—it doesn’t have to be severe or pervasive like under federal law. This means even seemingly minor incidents can constitute harassment if they’re unwanted and based on sex or gender.
The key is whether the conduct interferes with your work or creates an intimidating, hostile, or offensive work environment. Even non-sexual conduct can qualify if it’s based on your gender, like offensive remarks about women in the workplace.
How much compensation can I recover in a sexual harassment case?
Compensation varies based on your specific situation, but you may recover several types of damages. Economic damages include lost wages, lost benefits, and out-of-pocket expenses. You can also recover compensation for emotional distress, pain and suffering, and damage to your reputation.
In serious cases, courts award punitive damages designed to punish the wrongdoer and deter future harassment. We’ve secured settlements ranging from hundreds of thousands to millions of dollars, including a recent million-dollar settlement for a harassment victim.
You may also be entitled to attorney’s fees and legal costs if you win your case. Additionally, courts can order injunctive relief—requiring your employer to stop the harassment, reinstate you to your position, or provide promotions and raises you were denied.
What should I do immediately if I'm experiencing sexual harassment at work?
Document everything immediately. Write down dates, times, locations, witnesses, and exactly what was said or done. Save any text messages, emails, or other evidence. Take photos if appropriate, but be careful about workplace policies regarding phone use.
Report the harassment to your supervisor or HR department following your company’s procedures. Get a written copy of your complaint and proof of delivery. If your company doesn’t take prompt action, the law may hold them liable for the harassment.
Don’t quit your job, even if the harassment is severe. Sexual harassment law favors employees who use internal complaint procedures. Quitting can hurt your legal case and only emboldens harassers. Instead, contact an experienced sexual harassment attorney who can protect your rights while you continue working.
Can I be fired for reporting sexual harassment in New York?
No. Both federal and New York law strictly prohibit retaliation against employees who report sexual harassment or participate in harassment investigations. Retaliation includes firing, demotion, reduced hours, shift changes, decreased pay, negative performance reviews, or any other adverse employment action.
If your employer retaliates against you for reporting harassment, you have a separate legal claim for retaliation. These claims are often easier to prove than the underlying harassment and can result in significant compensation. Nearly 44% of sexual harassment charges are filed together with retaliation claims.
New York City’s Human Rights Law provides particularly strong anti-retaliation protections. If you face retaliation, document it immediately and contact an attorney. We can seek emergency injunctive relief to protect your job while pursuing damages for the retaliation.
How long do I have to file a sexual harassment lawsuit in New York?
Time limits vary depending on which law you’re filing under, so it’s crucial to act quickly. For federal claims under Title VII, you must file with the EEOC within 300 days of the harassment. For New York State Human Rights Law claims, you have three years from the incident.
New York City Human Rights Law provides the longest deadline—three years from the harassment. However, these deadlines can be complex, especially if harassment occurred over time or if you’re dealing with continuing violations.
Don’t wait to seek legal advice. Evidence disappears, witnesses forget details, and employers may destroy relevant documents. The sooner you contact an attorney, the stronger your case will be. We offer free consultations to evaluate your case and explain all applicable deadlines.
Do I need to prove that my employer knew about the sexual harassment?
It depends on who was harassing you and your employer’s response. If a supervisor or manager harassed you, your employer is typically liable regardless of whether they knew about it. This is called “strict liability” because supervisors act on behalf of the company.
If a coworker harassed you, you generally need to show that your employer knew or should have known about the harassment and failed to take prompt, effective action to stop it. This is why reporting harassment through proper channels is so important—it puts your employer on notice.
However, even if you didn’t report the harassment internally, you may still have a case. If the harassment was obvious, widespread, or part of a pattern, courts may find that your employer should have known about it. We’ll thoroughly investigate your workplace culture and history to build the strongest possible case.
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