Sexual Harassment Lawyer in Howard Beach, NY
Get Justice for Workplace Sexual Harassment
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Howard Beach Sexual Harassment Attorney
Sexual harassment doesn’t just violate your rights—it derails your career, damages your reputation, and leaves you questioning everything about your workplace. You shouldn’t have to choose between speaking up and keeping your job.
When you work with us, you’re not just getting legal representation. You’re getting someone who understands that your professional reputation matters as much as your legal case. We’ve helped clients recover millions while protecting their careers and getting them back to work environments where they can thrive.
The harassment stops here. Your career moves forward from here.
Experienced Sexual Harassment Lawyers
For over 20 years, John Howley represented companies like Pfizer, Citibank, and Sony in their biggest legal battles—including arguing before the U.S. Supreme Court. Now he brings that same level of expertise to individuals facing workplace harassment in Howard Beach and throughout Queens.
We founded our firm on a simple principle: you deserve the same quality legal representation that multinational corporations receive. We’ve secured an $80 million discrimination settlement and recovered hundreds of thousands for individual harassment victims, including $800,000 for a live-in nanny who faced sexual harassment.
Howard Beach’s tight-knit community values respect and dignity—principles that should extend to every workplace. When employers violate those principles, we’re here to hold them accountable.
Sexual Harassment Case Process
Your case starts with a free, confidential consultation where we listen to your situation and explain your options. No pressure, no judgment—just straight answers about what you’re facing and how we can help.
If you decide to move forward, we handle the investigation, documentation, and all communications with your employer or their lawyers. We know how to build strong cases while protecting your reputation and current employment when possible.
Throughout the process, you work directly with John Howley—not a junior associate or paralegal. You get the same attention and strategic thinking that Fortune 500 companies pay premium rates to receive. We keep you informed at every step and make sure you understand exactly what’s happening with your case.
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Queens Workplace Harassment Law
We handle all forms of workplace sexual harassment, from quid pro quo situations where supervisors demand sexual favors in exchange for job benefits, to hostile work environment cases involving inappropriate comments, unwanted touching, or discriminatory treatment based on gender.
New York’s laws are among the strongest in the country for harassment victims. Unlike federal law, New York City Human Rights Law doesn’t require harassment to be “severe or pervasive”—if it’s unwelcome, it can be actionable. This gives Howard Beach workers broader protection and more options for seeking justice.
Our representation covers the full scope of damages you may be entitled to, including back pay, front pay, emotional distress compensation, punitive damages, and attorney’s fees. We also work to secure workplace changes that prevent future harassment and protect other employees from what you experienced.
What counts as sexual harassment under New York law?
Sexual harassment in New York includes any unwelcome conduct based on sex, gender, or sexual orientation. This covers obvious behaviors like unwanted sexual advances or requests for sexual favors, but it also includes gender-based discrimination, inappropriate comments about your appearance, sexual jokes or images, and creating a hostile work environment.
Under New York City Human Rights Law, the harassment doesn’t need to be “severe or pervasive” like it does under federal law. If the conduct is unwelcome and relates to your sex or gender, you may have a valid claim. This broader protection means more Howard Beach workers can seek justice for inappropriate workplace behavior.
How long do I have to file a sexual harassment claim?
In New York, you generally have three years from the date of the harassment to file a claim under the New York City Human Rights Law. However, different laws have different deadlines, and the clock can start ticking from different dates depending on your specific situation.
For federal claims under Title VII, you typically have 300 days to file with the EEOC. The exact deadline depends on which laws apply to your case and when the harassment occurred. This is why it’s crucial to speak with a sexual harassment lawyer as soon as possible—waiting too long can cost you your right to compensation.
Don’t let legal deadlines prevent you from getting justice. Contact us for a free consultation to understand your specific timeline and options.
Will filing a harassment claim hurt my career?
New York law strictly prohibits retaliation against employees who report sexual harassment or participate in harassment investigations. Your employer cannot fire, demote, reduce your pay, or take other negative actions against you for speaking up about harassment.
We understand your concerns about career impact—that’s why we work strategically to protect your professional reputation while pursuing your case. Sometimes we can resolve matters confidentially. Other times, we help you document any retaliatory behavior to strengthen your overall case.
Remember, staying silent doesn’t protect your career if the harassment continues or escalates. Taking action often leads to a better work environment and can prevent the harasser from targeting other employees. We help you navigate these decisions based on your specific situation and career goals.
What compensation can I receive for sexual harassment?
Sexual harassment victims in New York can recover several types of compensation, including lost wages (back pay and future earnings), emotional distress damages, punitive damages to punish the employer, and attorney’s fees. The amount depends on factors like the severity of harassment, impact on your career, and your employer’s response.
We’ve secured significant settlements for harassment victims, including $800,000 for a live-in nanny and millions in class action cases. Every case is different, but New York’s strong anti-harassment laws allow for substantial compensation when employers fail to prevent or address harassment.
Beyond monetary compensation, we often secure workplace changes, training requirements, and policy improvements to prevent future harassment. The goal is not just to compensate you for what happened, but to create a safer workplace for everyone.
Do I need to report harassment internally before filing a lawsuit?
While it’s often advisable to report harassment through your company’s internal procedures, it’s not always required before filing a legal claim. New York law recognizes that internal reporting isn’t always safe or effective, especially when the harasser is your supervisor or HR fails to respond appropriately.
If you do report internally, document everything—who you told, when you reported it, and how the company responded. This documentation can strengthen your legal case. If your employer has an anti-harassment policy, following it initially can sometimes lead to a quicker resolution.
However, don’t let a flawed internal process discourage you from seeking legal help. If your employer doesn’t take appropriate action, ignores your complaint, or retaliates against you, we can pursue legal remedies while building a strong case based on their inadequate response.
How do I prove sexual harassment actually happened?
Sexual harassment cases can be proven through various types of evidence, and you don’t need video footage or witnesses to have a valid claim. Documentation is key—save emails, text messages, voicemails, or any written communications that show inappropriate behavior. Keep detailed notes of incidents, including dates, times, locations, and any witnesses present.
Witness testimony from colleagues who saw the harassment or noticed changes in your work environment can be powerful evidence. Sometimes witnesses will come forward once legal proceedings begin, even if they were initially reluctant to get involved.
Pattern evidence is also important—showing that the harasser engaged in similar behavior with other employees or that the company has a history of ignoring harassment complaints. We know how to investigate thoroughly and gather the evidence needed to build a compelling case, even when the harassment seemed to happen “behind closed doors.”
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