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Sexual Harassment

No One Should Have to Tolerate Sexual Harassment at Work​

Sexual harassment in the workplace is not just inappropriate—it’s illegal. Nevertheless, many employees still face unwelcome advances, degrading comments, and hostile environments simply because of their sex or gender identity. Even worse, some are retaliated against when they speak up.
Our firm stands with workers who have been subjected to sexual harassment. We help victims take legal action, protect their rights, and hold employers accountable.

What Is Sexual Harassment?​

Sexual harassment includes a wide range of behaviors that are unwelcome and based on sex, gender, sexual orientation, or gender identity. It can take two forms:
  • Quid Pro Quo Harassment: When a supervisor or manager offers a benefit—such as a raise, promotion, or continued employment—in exchange for sexual favors.
  • Hostile Work Environment: When offensive conduct is severe or pervasive enough to interfere with an employee’s ability to do their job.
Common examples of sexual harassment include:
  • Unwanted touching or groping.
  • Sexual jokes, comments, or innuendos.
  • Displaying sexually explicit images or materials.
  • Repeated, unwelcome romantic advances.
  • Verbal abuse or slurs related to sex, gender identity, or sexual orientation.
  • Retaliation for rejecting advances or reporting harassment.

Who Can Be a Victim or Harasser?​

Sexual harassment laws apply regardless of gender or sexual orientation. Victims and harassers can be of any gender, and harassment can occur:
  • Between a supervisor and subordinate.
  • Between coworkers.
  • By clients, customers, or third parties.
You do not need to be the direct target of the behavior to be affected—anyone impacted by a sexually hostile work environment may have a claim.

Your Legal Rights Under Federal and State Law​

Several laws protect workers from sexual harassment:
  • Title VII of the Civil Rights Act of 1964: A federal law prohibiting sexual harassment in workplaces with 15 or more employees. It also protects workers from retaliation when they report harassment.
  • Pennsylvania Human Relations Act (PHRA): A state law that applies to smaller employers (as few as four employees) and provides similar protections against harassment and retaliation.
  • Local Human Relations Ordinances: Some cities and counties in Pennsylvania provide additional protections.
Both federal and state laws require employers to investigate harassment complaints and take prompt, effective action to stop harassment.

Retaliation Is Illegal​

Employers may not punish workers for reporting sexual harassment, participating in a harassment investigation, or supporting another employee’s complaint. Retaliation can include:
  • Termination or demotion.
  • Pay cuts or reduced hours.
  • Unwanted job transfers.
  • Hostile treatment or exclusion.
If you’ve experienced retaliation, you may have an additional legal claim.

We Help Survivors of Workplace Harassment

Whether you’re still employed or already left the job, it’s not too late to take action. Our firm works with employees at every stage—from confidential consultations to filing formal complaints or lawsuits.

We understand how difficult it is to speak up, especially when power dynamics are involved. We’re here to help you reclaim your voice, protect your rights, and seek justice.

Contact us today to learn more about your options. Your experience matters—and you don’t have to go through this alone.

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