Sexual Harassment Attorney in Carroll Gardens, NY
Get Justice for Workplace Sexual Harassment
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Sexual Misconduct Attorney Carroll Gardens
You didn’t deserve what happened to you. The harassment, the uncomfortable advances, the hostile environment that made every workday a nightmare. You deserve better than suffering in silence or watching your career derail because someone couldn’t keep their hands to themselves or their comments professional.
When you work with us, you’re not just getting an attorney. You’re getting someone who has recovered millions of dollars for harassment victims across New York. We’ve handled cases that resulted in life-changing settlements, including an $80 million discrimination class action.
Your case matters. Your story matters. And most importantly, your right to work without fear matters more than any company’s reputation or any harasser’s comfort.
Carroll Gardens Sexual Assault Attorney
Carroll Gardens is known for being one of Brooklyn’s safest neighborhoods, where professionals and families build their lives. But safety shouldn’t end when you walk into your workplace.
For 20 years, we defended major corporations like Pfizer, Texaco, and Citibank. We argued cases in the U.S. Supreme Court. We know exactly how these companies think, how they operate, and how they try to minimize harassment claims.
Now we use that insider knowledge to fight for you. We give individuals the same aggressive, high-quality representation that Fortune 500 companies get. Because when you’re facing a company with unlimited resources and legal teams, you need someone who knows their playbook.
Quid Pro Quo Attorney Process
First, we listen. Really listen. Not just to the facts of your case, but to how this has affected your life, your career, your mental health. We understand that sexual harassment isn’t just about inappropriate comments or unwanted touching—it’s about the power dynamics that make you feel trapped.
Next, we investigate. We gather evidence, interview witnesses, and build a case that shows exactly what happened and how it violated your rights. Under New York law, harassment doesn’t need to be “severe or pervasive” anymore. Any behavior that rises above petty slights can be actionable.
Then we fight. Whether that means negotiating a settlement that gets you the compensation you deserve or taking your case to court, we’re prepared for both. We work on a contingency basis, so you pay nothing unless we win.
Finally, we get results. Our clients have recovered millions in damages, and more importantly, they’ve gotten their dignity back. They’ve sent a message that this behavior won’t be tolerated.
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Sexual Harassment Cases Brooklyn
Sexual harassment in Carroll Gardens workplaces takes many forms. It might be a supervisor demanding sexual favors for promotions. It could be persistent requests for dates despite your clear “no.” Maybe it’s sexually explicit comments, inappropriate touching, or creating different expectations based on your gender.
Under New York’s updated laws, we can pursue compensation for lost wages, emotional distress, punitive damages, and attorney fees. The law now explicitly covers gender identity discrimination, remote workplace harassment, and extends protections to contractors and consultants.
Carroll Gardens professionals deserve workplaces free from harassment. Whether you work in the neighborhood’s growing tech sector, local businesses along Court Street, or commute to Manhattan, your rights are protected. New York’s three-year statute of limitations gives you time to seek justice, but building a strong case takes time.
We handle quid pro quo harassment, hostile work environment claims, retaliation cases, and sexual assault claims. Every situation is different, but your right to dignity at work is universal.
What counts as sexual harassment under New York law today?
New York law has significantly lowered the bar for what constitutes sexual harassment. The behavior doesn’t need to be “severe or pervasive” like under federal law. Any harassing conduct that rises above “petty slights or trivial inconveniences” can be illegal.
This includes unwanted sexual advances, requests for sexual favors, sexually explicit comments, inappropriate touching, gender-based discrimination, intentional misuse of pronouns, or creating different expectations based on gender. The law now explicitly protects against harassment based on gender identity, expression, and transgender status.
Whether something is considered “petty” is viewed from the perspective of a reasonable victim with the same protected characteristics as you. Intent doesn’t matter—impact does. Even if the harasser claims they were “just joking,” that’s not a defense if their behavior affected your work environment.
How long do I have to file a sexual harassment claim in New York?
You have three years to file a sexual harassment lawsuit in New York courts. This statute of limitations was recently extended from one year, giving victims more time to seek justice. However, if you want to file with the New York State Division of Human Rights, you still have three years for sexual harassment claims.
The clock typically starts ticking from the last incident of harassment, but there are exceptions. If you’re dealing with ongoing harassment or retaliation, the timeline might be different. Some cases involve continuing violations that can extend these deadlines.
Don’t wait until the last minute. Building a strong case takes time, and evidence can disappear. Witnesses’ memories fade, emails get deleted, and harassers often try to cover their tracks. The sooner you contact an attorney, the better we can preserve crucial evidence and protect your rights.
Can I sue for sexual harassment if I work remotely or as a contractor?
Yes, absolutely. New York’s updated sexual harassment laws explicitly cover remote workplaces and non-employees including contractors, consultants, vendors, and gig workers. Harassment can happen in virtual meetings, through personal cell phone applications, or even through inappropriate materials visible in someone’s home background during video calls.
If you’re a contractor working for a company, that company can be held liable if they knew or should have known about harassment and failed to take immediate corrective action. The same protections apply whether you’re in a Carroll Gardens office or working from your apartment.
Remote harassment might include inappropriate messages on work platforms, sexual comments during video calls, unwanted personal communications outside work hours, or discriminatory treatment in virtual meetings. The law recognizes that harassment doesn’t stop just because you’re not physically in the same space as your harasser.
What if my company has an HR department and harassment policy?
Having an HR department or harassment policy doesn’t protect your employer from liability. In fact, New York law specifically eliminated the “Faragher-Ellerth defense,” which used to allow companies to escape responsibility if you didn’t report harassment through their internal channels.
Your failure to complain to HR is no longer determinative of whether your employer can be held liable. Many victims don’t report internally because they fear retaliation, don’t trust HR to handle it properly, or know that HR’s job is to protect the company, not you.
Even if you do report to HR, they often conduct inadequate investigations, fail to stop the harassment, or retaliate against you for complaining. We’ve seen countless cases where HR minimized serious harassment, blamed the victim, or simply told the harasser to “knock it off” without real consequences. When that happens, you have legal recourse beyond your company’s internal process.
How much does it cost to hire a sexual harassment attorney?
We work on a contingency fee basis, which means you pay no attorney fees unless we win your case. This removes the financial barrier that prevents many harassment victims from seeking justice. You shouldn’t have to choose between paying rent and holding your harasser accountable.
When we win your case, our fee comes from the settlement or judgment, not from your pocket. New York law also requires employers to pay prevailing plaintiffs’ attorney fees in successful harassment cases, which means the company that allowed the harassment often ends up paying our fees entirely.
We provide free consultations to evaluate your case and explain your options. During that consultation, we’ll be honest about the strength of your case and what you can expect. If we don’t think you have a viable claim, we’ll tell you upfront rather than string you along or charge you for false hope.
What should I do right now if I'm experiencing workplace sexual harassment?
Document everything immediately. Keep detailed records of every incident including dates, times, locations, witnesses, and exactly what was said or done. Save emails, text messages, voicemails, and any other evidence. Take photos if there’s physical evidence like inappropriate materials posted in your workplace.
Don’t delete anything from your work devices, but do make copies of important evidence on your personal devices or accounts. Companies often wipe employees’ access to work systems once legal action starts, so preserve evidence while you can still access it.
Consider reporting the harassment to your supervisor or HR, but understand that this might trigger retaliation. If you do report internally, follow up in writing and keep copies of all communications. Whether or not you report internally, contact an experienced attorney as soon as possible to understand your rights and options. We can advise you on evidence preservation and help you navigate the process while protecting your job and your case.
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