Sexual Harassment Attorney in East Flatbush, NY
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East Flatbush Sexual Harassment Lawyer
Sexual harassment doesn’t just violate your rights—it steals your peace of mind, threatens your livelihood, and can derail everything you’ve worked to build. When you’re dealing with unwanted advances, hostile work environments, or quid pro quo situations, you need more than just legal advice.
You need someone who understands that your reputation matters as much as your case. Someone who knows that behind every harassment claim is a person trying to do their job with dignity and respect.
We’ve helped clients recover millions in damages while protecting their careers and futures. You don’t have to choose between speaking up and staying employed—there’s a way to fight back that protects both your rights and your livelihood.
Experienced Sexual Harassment Attorney Brooklyn
The Howley Law Firm brings decades of high-stakes legal experience to employment law cases in East Flatbush and throughout Brooklyn. We’ve represented Fortune 500 companies like Pfizer, Texaco, and Sony, and we’ve argued cases before the U.S. Supreme Court.
Now we use that same level of expertise to fight for individuals facing workplace harassment. We understand the unique challenges that East Flatbush residents face—from navigating complex workplace dynamics in diverse environments to dealing with employers who think they can get away with illegal behavior.
Our selective approach means we only take cases where we can make a real difference. When we represent you, you get the same aggressive, thorough representation that major corporations receive from large law firms.
Sexual Harassment Cases East Flatbush
Your case starts with a confidential consultation where we listen to your situation and explain your rights under New York’s comprehensive harassment laws. We’ll help you understand what happened to you legally and what options you have moving forward.
Next, we gather evidence and build your case. This includes documenting incidents, reviewing company policies, and identifying witnesses. We handle communications with your employer and their attorneys, protecting you from retaliation while we pursue your claim.
Throughout the process, we keep you informed and involved in every decision. Whether we’re negotiating a settlement or preparing for trial, you’ll know exactly what’s happening and why. Our goal is not just to win your case, but to restore your career and ensure this doesn’t happen to others.
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Brooklyn Sexual Harassment Attorney Services
We handle all types of workplace sexual harassment cases, from hostile work environments to quid pro quo situations. Our services include pursuing compensation for lost wages, emotional distress, and punitive damages, as well as seeking injunctive relief to stop the harassment and protect your job.
In East Flatbush, we see harassment cases across all industries—from healthcare and education to retail and professional services. Many of our clients are immigrants or first-generation Americans who may not fully understand their rights under U.S. employment law.
We work on a contingency fee basis, meaning you pay no attorney fees unless we recover compensation for you. This allows you to pursue justice without worrying about upfront legal costs while you’re already dealing with the financial stress that harassment often creates.
What constitutes sexual harassment under New York law?
Sexual harassment in New York includes any unwelcome conduct of a sexual nature that creates a hostile work environment or involves quid pro quo situations. This covers verbal harassment like inappropriate comments or jokes, physical conduct like unwanted touching, visual harassment such as displaying offensive images, and digital harassment through emails or texts.
New York law is broader than federal law and covers even single incidents if they’re severe enough. The harassment doesn’t have to be sexual in nature—it can include gender-based harassment or conduct that targets you because of your sex.
What matters is whether the conduct is unwelcome and whether it interferes with your ability to do your job or creates an intimidating work environment.
Can I sue for sexual harassment if my employer has a policy against it?
Yes, having a policy doesn’t protect employers from liability if they fail to enforce it properly. In fact, New York law requires all employers to have anti-harassment policies and provide annual training, but many employers don’t follow through with meaningful action when harassment is reported.
If your employer knew or should have known about the harassment and failed to take immediate corrective action, they can be held liable regardless of their written policies. This is especially true if the harasser is a supervisor or manager.
We often find that employers use their policies as shields rather than tools for protection, claiming they’re not responsible because they have procedures in place while ignoring actual harassment happening in their workplace.
How long do I have to file a sexual harassment claim in New York?
In New York, you generally have three years to file a claim under state law, but there are multiple deadlines depending on which laws apply to your situation. For federal claims under Title VII, you must file with the EEOC within 300 days of the harassment.
For New York City Human Rights Law claims, you have three years, but it’s important to act quickly because evidence can disappear and witnesses’ memories fade. The sooner you contact an attorney, the better we can preserve evidence and protect your rights.
These deadlines are strict, and missing them can bar your claim entirely. That’s why we always recommend consulting with an attorney as soon as possible after harassment occurs, even if you’re not sure whether you want to pursue legal action.
What damages can I recover in a sexual harassment case?
You can recover several types of damages in New York sexual harassment cases. Economic damages include lost wages, lost benefits, and future earning capacity if the harassment affected your career advancement. You may also recover out-of-pocket expenses for medical treatment or therapy.
Non-economic damages compensate for emotional distress, humiliation, and pain and suffering caused by the harassment. In cases involving particularly egregious conduct, you may also be entitled to punitive damages designed to punish the wrongdoer and deter similar behavior.
Additionally, successful plaintiffs can often recover attorney’s fees and costs, and may be entitled to injunctive relief such as reinstatement, promotion, or changes to workplace policies to prevent future harassment.
Will my employer retaliate against me for filing a harassment claim?
Retaliation for reporting sexual harassment is illegal under federal, state, and local law, but it unfortunately happens frequently. Retaliation can include termination, demotion, reduced hours, negative performance reviews, or creating a more hostile work environment.
However, the law provides strong protections against retaliation, and employers who engage in retaliatory conduct face additional liability. We work proactively to document any retaliatory actions and can seek immediate legal remedies to stop retaliation while your case is pending.
If retaliation occurs, it often strengthens your overall case and can result in additional damages. We help clients understand their rights and take steps to protect themselves while pursuing their harassment claims.
Do I need to report harassment internally before filing a lawsuit?
While it’s generally advisable to report harassment through your company’s internal procedures, it’s not always required before filing a lawsuit. In cases involving supervisor harassment, the employer may be automatically liable regardless of whether you reported it internally.
However, reporting internally can be important for building your case and demonstrating that the employer had notice of the harassment. If you do report internally, it’s crucial to document everything and follow up in writing to create a paper trail.
We can guide you through the internal reporting process to maximize your legal protections while minimizing the risk of retaliation. Sometimes we recommend consulting with an attorney before making an internal report to ensure you handle it in a way that strengthens rather than weakens your potential case.
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