Sexual Harassment Attorney in DUMBO, NY
Get Justice for Workplace Sexual Harassment
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Brooklyn Sexual Harassment Lawyer Results
When sexual harassment disrupts your career and peace of mind, you need more than legal advice—you need results. Our clients have recovered millions in compensation for the harm they’ve suffered. We’ve secured settlements that not only provide financial relief but also restore dignity and send a clear message that harassment won’t be tolerated.
The aftermath of successful legal action means you can move forward without fear. Your employer takes harassment seriously. Your colleagues understand there are consequences for inappropriate behavior. Most importantly, you regain control over your career and your life, knowing that justice was served.
We understand that money can’t undo what happened to you. But it can provide the resources you need to rebuild, whether that’s therapy, career counseling, or simply the financial security to make choices based on what’s best for you rather than what you can afford.
DUMBO Employment Discrimination Attorneys
The Howley Law Firm brings the same high-quality legal representation to individual employees that large corporations receive from major law firms. For 20 years, we represented Fortune 500 companies like Pfizer, Texaco, and Citibank, even arguing cases before the U.S. Supreme Court.
Now we use that experience to level the playing field for employees facing harassment. We understand how corporate legal teams think and operate because we used to be on that side. This insight gives our clients a significant advantage in negotiations and litigation.
DUMBO’s progressive business community deserves lawyers who understand both the legal complexities and the human impact of workplace harassment. We’ve helped clients recover millions in damages, including an $80 million settlement in a discrimination class action, proving that individual employees can achieve corporate-level results with the right representation.
Sexual Harassment Case Process NYC
Your case begins with a confidential consultation where we listen to your story without judgment. We’ll assess the strength of your case, explain your legal options, and help you understand what to expect. This initial conversation costs nothing and creates no obligation.
If we take your case, we immediately begin protecting you from retaliation while building your claim. We document everything, interview witnesses, and gather evidence that proves the harassment occurred and damaged your career. We handle all communications with your employer and their lawyers so you can focus on your job and your wellbeing.
We pursue every available legal avenue—whether that’s filing with the EEOC, New York State Division of Human Rights, or going directly to court. Our goal is maximum compensation for your economic losses, emotional distress, and punitive damages when appropriate. You pay nothing unless we win, so our interests are completely aligned with yours.
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New York Sexual Harassment Laws
New York has some of the strongest sexual harassment protections in the country. Recent changes to state law mean harassment no longer needs to be “severe or pervasive” to be illegal—any harassing behavior that rises above petty slights can form the basis of a legal claim. This makes it easier for victims to seek justice.
DUMBO employees are protected by federal law (Title VII), New York State Human Rights Law, and New York City Human Rights Law. Each provides different remedies and has different filing deadlines. State law covers employers with as few as four employees, while city law covers all employers regardless of size.
The law also protects you from retaliation for reporting harassment or participating in an investigation. If your employer tries to punish you for speaking up, that’s a separate legal violation that can result in additional damages. Recent legislative changes have extended the statute of limitations for discrimination claims from one year to three years, giving victims more time to seek justice.
What qualifies as sexual harassment under New York law?
Sexual harassment in New York includes any unwelcome conduct of a sexual nature or based on sex that affects your work environment. This covers obvious behaviors like unwanted touching, sexual advances, or requests for sexual favors. But it also includes gender-based comments, offensive jokes, displaying inappropriate materials, or creating a hostile atmosphere based on your sex.
Under recent changes to New York law, harassment no longer needs to be “severe or pervasive” to be illegal. Even conduct that might seem minor can violate the law if it rises above petty slights or trivial inconveniences. The key is whether a reasonable person in your position would find the conduct offensive or intimidating.
Quid pro quo harassment occurs when job benefits like promotions, raises, or continued employment are conditioned on submitting to sexual conduct. This type of harassment can be established with even a single incident if it involves someone with authority over your employment.
How long do I have to file a sexual harassment claim in New York?
The time limits for filing sexual harassment claims in New York depend on which law you’re filing under and which agency you choose. For federal claims under Title VII, you must file with the EEOC within 180 days of the harassment, though this extends to 300 days in New York due to state law coverage.
For New York State Human Rights Law claims, you can file with the Division of Human Rights within one year of the harassment. If you don’t file with DHR, you can sue directly in state court within three years of the harassment. Recent legislative changes extended this statute of limitations from one year to three years for most discrimination claims.
New York City Human Rights Law has its own filing procedures and deadlines. The important thing to remember is that complaining internally to your employer doesn’t extend these deadlines, so it’s crucial to consult with an attorney as soon as possible to preserve all your legal options.
Can I be fired for reporting sexual harassment at work?
No, it’s illegal for your employer to retaliate against you for reporting sexual harassment or participating in an investigation. Retaliation can take many forms beyond firing, including demotion, reduced hours, shift changes, decreased pay, negative performance reviews, or creating a hostile work environment.
New York law provides strong protections against retaliation, and violations can result in significant damages. If you experience retaliation, that becomes a separate legal claim that can increase your overall compensation. Courts and juries take retaliation seriously because it undermines the entire system of workplace protections.
If you’re concerned about retaliation, an experienced attorney can help protect you by documenting the harassment, putting your employer on notice of their legal obligations, and taking immediate legal action if retaliation occurs. Remember that fear of retaliation is common—studies show that 46% of employees worry about this—but the law is designed to protect you.
What damages can I recover in a sexual harassment lawsuit?
Sexual harassment victims in New York can recover several types of damages depending on the circumstances of their case. Economic damages include lost wages, reduced earning capacity, denied promotions or raises, and out-of-pocket expenses for medical treatment or therapy related to the harassment.
Non-economic damages compensate for emotional distress, pain and suffering, and loss of enjoyment of life caused by the harassment. These damages recognize that harassment affects more than just your paycheck—it impacts your mental health, relationships, and overall quality of life.
Punitive damages may be available when the harassment was particularly egregious or when your employer showed deliberate indifference to the problem. These damages are designed to punish the wrongdoer and deter similar conduct. You may also be entitled to attorney’s fees and costs if you prevail, plus injunctive relief like reinstatement, promotion, or court orders preventing future harassment.
Do I need to report harassment to my employer before filing a lawsuit?
While you’re not always legally required to report harassment internally before filing a lawsuit, it’s often advisable to do so. Many employers have policies requiring internal reporting, and following these procedures can strengthen your case by showing you gave the company a chance to address the problem.
However, there are situations where internal reporting isn’t required or advisable. If the harasser is the owner or your direct supervisor, if you reasonably fear retaliation, or if the company has a history of ignoring complaints, you may be able to proceed directly to court or a government agency.
The key is to document everything regardless of whether you report internally. Keep records of all incidents, save relevant emails or messages, and note any witnesses. An experienced attorney can help you determine the best strategy for your specific situation and ensure you don’t inadvertently harm your case by following the wrong procedures.
How much does it cost to hire a sexual harassment attorney?
At The Howley Law Firm, we handle sexual harassment cases on a contingency fee basis, which means you pay no attorney’s fees unless we win your case. This arrangement ensures that financial concerns don’t prevent you from seeking justice and that our interests are completely aligned with yours.
If we recover compensation for you, our fee comes from that recovery, not from your pocket. There are no upfront costs, hourly billing, or surprise fees. We only get paid if you get paid, and the better your result, the better our compensation.
This contingency fee structure is particularly important in harassment cases because victims often face financial stress due to lost wages, medical expenses, or career disruption. You shouldn’t have to choose between seeking justice and paying your bills. Our approach ensures that everyone has access to high-quality legal representation regardless of their financial situation.
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