Sexual Harassment Attorney in Midtown, NY
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Sexual Misconduct Attorney Midtown
Sexual harassment doesn’t just violate your rights—it attacks your career, your financial security, and your peace of mind. You’re not looking for sympathy. You want results.
When we win your case, you get more than money. You get your power back. Your harasser faces real consequences. Your employer learns they can’t ignore abuse. And you move forward knowing you stood up for yourself and others.
We’ve recovered millions for clients who refused to stay silent. That $80 million discrimination settlement? That’s what happens when you have lawyers who understand the stakes and know how to fight.
Quid Pro Quo Attorney Midtown
Most employment lawyers have never argued in the Supreme Court. John Howley has. Most have never represented Fortune 500 companies. We spent 20 years doing exactly that for Pfizer, Texaco, and Citibank.
Now we use that same expertise to level the playing field for individuals. When your employer brings their team of corporate lawyers, you need someone who speaks their language and knows their tactics.
We’ve been serving Midtown professionals since 1990. We understand the unique pressures you face in Manhattan’s competitive workplace culture. Whether you work in finance, media, or any other industry concentrated in Midtown, we know how these cases play out.
Sexual Assault Attorney Process
First, we listen. Really listen. You’ll speak directly with John Howley, not an assistant. We need to understand exactly what happened, who was involved, and how it’s affected your career and life.
Next, we investigate. We know how to legally gather evidence before employers have a chance to destroy it. Text messages, emails, witness statements—we build cases that can’t be dismissed as “he said, she said.”
Then we fight. Whether that means negotiating a settlement that reflects the true impact of what you’ve endured or taking your case to trial, we’re prepared for both. You pay nothing unless we win.
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Sexual Harassment Cases Midtown
New York’s laws are among the strongest in the nation for sexual harassment victims. In Midtown, you’re protected by federal law, New York State law, and the expansive New York City Human Rights Law.
You can recover compensation for lost wages, emotional distress, and career damage. You may also be entitled to punitive damages designed to punish wrongdoers. If you win, your employer typically pays your attorney fees too.
The law also protects you from retaliation. If your employer tries to punish you for speaking up, that’s a separate violation with its own penalties. In Manhattan’s tight-knit professional circles, we know how to protect both your case and your reputation.
What counts as sexual harassment under New York law?
Sexual harassment includes any unwelcome conduct of a sexual nature or based on your gender. This covers obvious behavior like unwanted touching or sexual propositions, but also subtler forms like persistent sexual jokes, comments about your appearance, or creating an intimidating atmosphere based on your gender.
New York City’s Human Rights Law is particularly broad. Unlike federal law, you don’t have to prove the harassment was “severe or pervasive.” Even a single incident can be actionable if it’s serious enough. This gives Midtown workers stronger protections than employees in many other cities.
The harasser doesn’t have to be your supervisor either. Co-workers, clients, vendors, or anyone you interact with professionally can create liability for your employer if the company knew or should have known about the behavior and failed to stop it.
How much compensation can I get for sexual harassment?
Compensation varies dramatically based on the severity of harassment and its impact on your career. We’ve secured settlements ranging from tens of thousands to millions of dollars, including that $80 million class action victory.
You can recover lost wages if harassment affected your job performance, caused you to miss work, or led to termination. You can also claim future earnings if your career trajectory was damaged. Emotional distress damages compensate you for anxiety, depression, and other psychological harm.
Punitive damages are available when the employer’s conduct was particularly egregious. These are designed to punish wrongdoers and can significantly increase your total recovery. In successful cases, the employer also pays your attorney fees and costs, so you keep more of your settlement.
Will filing a sexual harassment claim hurt my career?
This is the fear that keeps most harassment victims silent, but the law provides strong protections against retaliation. If your employer punishes you for filing a complaint, that’s a separate legal violation with its own penalties.
We understand Manhattan’s professional landscape. Many of our clients work in industries where reputation matters enormously. We know how to handle cases discreetly while still building strong legal claims. Often, we can resolve matters through confidential settlements that protect your privacy.
The bigger career risk is usually doing nothing. Harassment typically escalates over time. The emotional toll affects job performance. Some clients lose their positions anyway when the hostile environment becomes unbearable. Taking legal action gives you control over the situation and often leads to better outcomes than suffering in silence.
Do I need to complain to HR before filing a lawsuit?
Not always, but the answer depends on your specific situation and which laws apply to your case. For federal claims, you must file with the EEOC before going to court. For New York City Human Rights Law claims, you can sometimes proceed directly to court.
However, complaining to HR first can actually strengthen your case by creating a paper trail of the employer’s response or lack thereof. The key is doing it strategically. Many HR departments are designed to protect the company, not you.
We often advise clients to consult with us before making internal complaints. We can help you document the harassment properly and present your complaint in ways that protect your legal rights. This prevents employers from claiming they weren’t aware of the problem or that their response was adequate.
How long do I have to file a sexual harassment claim?
Time limits vary depending on which law applies to your case. For federal EEOC complaints, you generally have 300 days from the last incident of harassment. For New York State Human Rights Law claims, you have three years. New York City Human Rights Law claims also have a three-year deadline.
These deadlines are strict, but they can be complicated to calculate. If harassment was ongoing, the clock may start from the last incident, not the first. Some actions by employers can extend or restart these deadlines.
The sooner you act, the better. Evidence disappears, witnesses forget details, and employers have more time to prepare defenses. We’ve seen too many strong cases weakened because victims waited too long to seek help. If you’re experiencing harassment, call us now to protect your rights.
What if my harasser is a client or customer, not an employee?
Your employer can still be liable for harassment by non-employees like clients, customers, or vendors. The key is whether your company knew or should have known about the harassment and failed to take appropriate action to stop it.
Many Midtown businesses prioritize client relationships over employee safety, but that doesn’t make harassment legal. If a valuable client is creating a hostile work environment, your employer has a duty to address the situation. This might mean speaking to the client, providing security, or in extreme cases, ending the business relationship.
We’ve successfully handled cases involving harassment by clients in finance, law firms, consulting companies, and other professional service industries common in Midtown. The employer’s response—or lack of response—when you report the problem often becomes the central issue in these cases.
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