Sexual Harassment Lawyer in DUMBO, NY
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DUMBO Sexual Harassment Attorney
When sexual harassment destroys your work environment, your income, and your peace of mind, we step in to restore what you’ve lost. You’ll have the financial compensation to move forward, the legal protection to prevent retaliation, and the satisfaction of holding harassers accountable.
Our clients walk away with more than settlements. They reclaim their dignity, their career trajectory, and their confidence. You don’t have to accept harassment as part of your job.
Your harassment case isn’t just about money—though that matters too. It’s about sending a clear message that your workplace must respect your rights, your boundaries, and your humanity.
Experienced DUMBO Employment Lawyer
We bring the same legal firepower that Fortune 500 companies receive to individual harassment victims in DUMBO and throughout Brooklyn. For over 20 years, we represented Pfizer, Citibank, and Sony in their biggest cases, including arguments before the U.S. Supreme Court.
Now we use that experience to level the playing field for employees facing harassment. Our $80 million discrimination settlement and Medal for Excellence in Advocacy speak to our capability in complex employment cases.
DUMBO’s growing tech and creative industries create unique workplace dynamics where harassment can flourish unchecked. We understand how power imbalances in Brooklyn’s evolving business landscape can enable misconduct, and we know how to build cases that hold employers accountable.
Sexual Harassment Case Process
First, we listen. Your confidential consultation lets you share what happened without judgment or pressure. We evaluate your case’s strength and explain your legal options clearly.
Next, we investigate. We gather evidence, interview witnesses, and document the pattern of harassment. This foundation becomes crucial when we negotiate with employers or present your case in court.
Then we fight. Whether through settlement negotiations or litigation, we pursue maximum compensation for lost wages, emotional distress, and career damage. You pay nothing unless we win your case.
Throughout the process, we protect you from retaliation and keep you informed of every development. Your case moves forward while you focus on rebuilding your career and your life.
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Brooklyn Sexual Harassment Laws
New York offers multiple layers of protection against sexual harassment. Federal law, New York State Human Rights Law, and NYC Human Rights Law each provide different remedies and standards for proving your case.
Brooklyn workers benefit from particularly strong protections under NYC Human Rights Law, which doesn’t require harassment to be “severe or pervasive” like federal law does. Even isolated incidents can violate city law if they’re unwelcome.
DUMBO’s concentration of startups, tech companies, and creative agencies creates environments where traditional harassment policies may be underdeveloped. Many smaller employers don’t realize they’re still subject to harassment laws, making them particularly vulnerable to significant liability when violations occur.
What types of behavior constitute sexual harassment in DUMBO workplaces?
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature. This covers obvious behaviors like unwanted touching or explicit comments, but also subtler forms like persistent requests for dates, sexual jokes, or displaying inappropriate images.
Under NYC Human Rights Law, even single incidents can constitute harassment if they’re unwelcome. You don’t need to prove the behavior was “severe or pervasive” like under federal law.
The harassment can come from supervisors, coworkers, clients, or vendors. What matters is that the conduct was unwelcome and created an uncomfortable work environment or affected your employment conditions.
How long do I have to file a sexual harassment claim?
Time limits vary depending on which law applies to your case. For federal claims under Title VII, you typically have 300 days to file with the EEOC. New York State Human Rights Law gives you one year, while NYC Human Rights Law provides three years.
These deadlines are strict, and waiting too long can permanently bar your claim. Evidence also becomes harder to gather as time passes, and witnesses’ memories fade.
The sooner you contact an attorney, the better we can preserve evidence and protect your rights. Even if you’re unsure about pursuing a claim, an early consultation helps you understand your options and preserve important deadlines.
What compensation can I receive for workplace sexual harassment?
Sexual harassment victims can recover multiple types of damages. Economic damages include lost wages, benefits, and future earning capacity if the harassment damaged your career trajectory. You may also receive compensation for job search expenses and lost opportunities.
Non-economic damages cover emotional distress, humiliation, and pain and suffering caused by the harassment. These awards recognize that harassment’s impact extends far beyond financial losses.
In cases involving particularly egregious conduct, punitive damages may be available to punish the harasser and deter future misconduct. Attorney’s fees are often recoverable, meaning the employer pays your legal costs when you win.
Will my employer retaliate against me for reporting harassment?
Retaliation for reporting sexual harassment is illegal under federal, state, and local law. Employers cannot fire, demote, transfer, or otherwise punish you for making a good faith complaint about harassment.
Unfortunately, retaliation still occurs frequently. Studies show that over 70% of harassment cases involve some form of retaliation. However, retaliation creates a separate legal claim with its own damages and remedies.
We help protect you from retaliation by documenting your complaints properly and advising you on how to preserve evidence. If retaliation does occur, it often strengthens your overall case and increases potential damages significantly.
Do I need to report harassment to HR before hiring a lawyer?
While reporting to HR isn’t always required, it’s often beneficial for building your case. Internal complaints create documentation and give your employer notice of the problem, which can strengthen your legal position later.
However, some situations make internal reporting inadvisable—particularly when HR is involved in the harassment or when you fear immediate retaliation. Each case is unique, and the best approach depends on your specific circumstances.
Consulting with an attorney before making internal complaints helps you navigate this decision strategically. We can advise you on how to document complaints effectively and what to expect from your employer’s response.
How much does it cost to hire a sexual harassment lawyer?
We handle sexual harassment cases on a contingency fee basis, meaning you pay no attorney’s fees unless we recover compensation for you. This arrangement allows you to pursue justice without upfront costs or financial risk.
When we win your case, our fee comes from the recovery, not from your pocket. Many employment laws also require employers to pay your attorney’s fees when you prevail, providing additional protection for your financial interests.
We provide free initial consultations to evaluate your case and explain your options. This lets you understand your rights and potential recovery without any financial commitment or obligation.
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