Sexual Harassment Lawyer in Sheepshead Bay
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Brooklyn Sexual Harassment Attorney Results
You deserve to work without fear. When sexual harassment, sexual misconduct, or quid pro quo demands poison your workplace, we help you reclaim your career and your peace of mind. Our clients walk away with financial compensation that reflects the real damage harassment causes—lost wages, emotional distress, and derailed opportunities.
We’ve secured millions for harassment victims across New York, including an $80 million discrimination class action settlement. Your case matters just as much.
The harassment stops when you take action. The sooner you call, the stronger your case becomes.
Sheepshead Bay Employment Law Firm
For 20 years, we represented corporations like Pfizer, Texaco, and Citibank. We argued in the U.S. Supreme Court and worked alongside the country’s top legal minds. Now we use that same expertise to fight for individuals who’ve been wronged.
The Howley Law Firm brings big-firm experience to personal cases. We understand how corporations think, how they defend sexual harassment cases, and exactly where they’re vulnerable.
In Sheepshead Bay’s diverse workplace environment—from healthcare facilities to restaurants along Emmons Avenue—workers face harassment issues that plague workplaces across Brooklyn. New York’s employment laws are among the strongest in the nation, and we know how to use every protection available to you.
Sexual Harassment Case Process NY
First, we listen. Every harassment situation is different, and we need to understand exactly what you’ve experienced and how it’s affected your life and career. Whether you’re dealing with a sexual misconduct case or need a quid pro quo lawyer, we start by understanding your unique situation.
Next, we investigate. We gather evidence, interview witnesses, and build a comprehensive picture of the harassment and your employer’s response. Documentation matters—emails, texts, witness statements, and HR records all strengthen your case.
Then we act. Sometimes that means negotiating a settlement that gets you the compensation you deserve without a lengthy court battle. Other times, it means taking your sexual harassment cases to trial and fighting for maximum damages.
Throughout the process, you pay nothing unless we win. We handle all employment cases on contingency, which means our success depends entirely on yours.
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NY Sexual Harassment Law Coverage
New York’s sexual harassment laws offer broader protection than federal statutes. Under New York law, harassment doesn’t need to be “severe or pervasive” to be illegal—any unwelcome conduct that rises above petty slights can form the basis of a claim. This applies to all forms of sexual misconduct in the workplace.
You have three years to file under New York State and City law, compared to just 300 days under federal law. New York also allows you to sue individuals who aided the harassment, not just your employer. There’s no cap on damages, unlike federal law’s $300,000 limit.
Sheepshead Bay workers—whether employed in the neighborhood’s growing healthcare sector, local businesses along Sheepshead Bay Road, or the waterfront establishments on Emmons Avenue—benefit from these strong protections. Whether you’re facing quid pro quo harassment from a supervisor or dealing with a hostile work environment created by coworkers, New York law gives you multiple avenues for relief.
What types of behavior constitute sexual harassment under New York law?
Sexual harassment under New York law includes any unwelcome conduct of a sexual nature or gender-based discrimination. This covers quid pro quo harassment, where job benefits like promotions or raises are conditioned on sexual favors, and hostile work environment harassment created by pervasive unwelcome conduct.
Specific examples include unwanted sexual advances, requests for sexual favors, sexually explicit comments or jokes, inappropriate touching, displaying sexual materials, and even non-sexual conduct like offensive remarks about someone’s gender. Under New York’s updated standards, the behavior doesn’t need to be “severe or pervasive”—any harassing conduct that rises above petty slights can be illegal.
The law also protects against harassment in virtual workspaces, including inappropriate behavior during video calls or through work-related messaging apps. This is particularly relevant as more Sheepshead Bay workers engage in remote or hybrid work arrangements.
How long do I have to file a sexual harassment claim in New York?
New York gives you significantly more time than federal law to file sexual harassment claims. Under New York State and City law, you have three years to file a complaint with the New York City Commission on Human Rights, the New York State Division of Human Rights, or directly in court.
This is much longer than federal law, which requires filing with the EEOC within 300 days. However, certain circumstances can extend these deadlines, and you may have related claims under different laws with different time limits. For example, if you experienced sexual assault in the workplace, you may have additional claims under New York’s Gender-Based Violence Protection Law.
The sooner you act, the stronger your case becomes. Evidence becomes harder to gather over time, witnesses’ memories fade, and documents may be destroyed. It’s safest to consult with a sexual harassment lawyer as soon as possible after experiencing harassment.
Can I sue my employer if they retaliate against me for reporting harassment?
Yes, retaliation for reporting sexual harassment is illegal under federal, state, and local law. New York’s anti-retaliation protections are particularly strong and cover anyone who engages in “protected activity”—which includes filing internal complaints, testifying in harassment proceedings, or assisting in investigations.
Retaliation can take many forms: demotion, termination, reduced hours, negative performance reviews, exclusion from meetings, or creating a hostile work environment. Even subtle forms of retaliation, like social isolation or being passed over for opportunities, can violate the law.
If you face retaliation, you may have a separate legal claim that can result in additional damages. New York courts take retaliation seriously because it discourages people from reporting harassment and perpetuates workplace misconduct. This protection is crucial for Sheepshead Bay workers who may fear losing their jobs in a competitive employment market.
What damages can I recover in a New York sexual harassment case?
New York law allows you to recover both economic and non-economic damages without the caps that limit federal claims. Economic damages include lost wages, lost benefits, future earning capacity, and job search expenses. If harassment forced you to leave your job or prevented promotions, these losses can be substantial, especially given the cost of living in Brooklyn.
Non-economic damages cover emotional distress, pain and suffering, and damage to your reputation. Unlike federal law, which caps these damages at $300,000, New York has no limit on what you can recover if you prove your case. We have recovered millions for clients, including an $80 million discrimination class action settlement.
In cases involving particularly egregious conduct, you may also recover punitive damages designed to punish the wrongdoer and deter future harassment. Attorney’s fees may also be recoverable, separate from any contingency fee arrangement with your lawyer.
Do I need to report harassment to HR before filing a lawsuit?
While reporting harassment to HR or management is often advisable, it’s not always required under New York law before filing a lawsuit. New York State and City laws allow you to proceed directly to court without first exhausting internal complaint procedures, giving you more flexibility than federal law.
However, reporting harassment internally can strengthen your case by creating a paper trail and giving your employer notice of the problem. If your employer fails to investigate or take corrective action, this can support your legal claim and potentially increase damages.
There are situations where internal reporting might not be appropriate—such as when the harasser is the person designated to receive complaints, or when you reasonably fear retaliation. An experienced sexual harassment lawyer can help you determine the best strategy for your specific situation and workplace dynamics.
What should I do immediately after experiencing sexual harassment at work?
Document everything immediately. Keep detailed records of each incident, including dates, times, locations, witnesses present, and exactly what was said or done. Save any relevant emails, texts, or other communications. Take photos if appropriate. This documentation becomes crucial evidence in sexual harassment cases.
Report the harassment according to your company’s policy, preferably in writing, and keep copies of all reports and responses. If there are witnesses, ask them to document what they saw or heard while their memories are fresh.
Seek support from trusted colleagues, friends, or professional counseling to help manage the emotional impact. The stress of workplace harassment can be overwhelming, and you don’t have to handle it alone. Consult with an employment attorney as soon as possible to understand your rights and options—we offer free consultations and work on contingency, so cost shouldn’t prevent you from getting legal advice.
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