Phillips & Associates

New Jersey Hostile Work Environment Sexual Harassment

Dedicated New Jersey Lawyers Helping Mistreated Employees

Unfortunately, many people have unpleasant or abusive bosses or coworkers. Some throw books or pound the table. Others say horrible things behind an employee's back and undermine their career path. Still others abuse their power through sexual conduct or demeaning conduct based on sex. To be actionable, hostile work environment sexual harassment must be so severe or so pervasive that it alters the terms and conditions of employment. At Phillips & Associates, our New Jersey sexual harassment attorneys may be able to help you recover damages for hostile work environment sexual harassment at your job.

Understanding When Hostile Work Environment Sexual Harassment Happens

A hostile work environment can be created by innuendoes, jokes, visual harassment, touching, groping, pranks, derogatory remarks, and sexual gifts. Supervisors, managers, customers, clients, or coworkers can perpetrate it. Men and women can perpetrate it against people of either sex, as long as the harassment is based on the sex of the victim. It can include same-sex sexual harassment as well.

A hostile work environment can develop in many different ways. The harassment must be either so severe or so pervasive that it alters the terms and conditions of employment, or it must result in an adverse employment action.

A hostile work environment may be created, for example, if your manager keeps making lewd comments about your appearance, touching you inappropriately, and sending you sexually charged memes and videos. It could also be created by multiple male coworkers making fun of the sexual prowess of another male employee, threatening to rape him, and using slurs against him. It could also be created if a coworker raped you at the holiday party.

Liability for Hostile Work Environment Sexual Harassment

Both Title VII of the Civil Rights Act of 1964 and the New Jersey Law Against Discrimination (NJLAD) prohibit hostile work environment sexual harassment. However, there are important differences between these laws. Title VII generally applies to workplaces with a minimum of 15 employees. There are caps on compensatory and punitive damages under Title VII, and these caps are based on the size of the employer. When your employer has 15-100 employees, the damages are limited to $50,000. When your employer has 101-200 employees, the cap is $100,000. When your employer has 201-500 employees, the cap is $200,000. When your employer has more than 500 employees, the cap is $300,000.

The NJLAD applies to smaller employers, including those with just one employee. If you are subjected to what you believe is hostile work environment sexual harassment by a coworker, you should let the harasser know that the conduct is unwelcome. You should also use whichever grievance procedure is specified in your employment handbook. This gives notice to your employer and provides an opportunity for your employer to take corrective measures.

However, liability is fairly expansive under the state law, and you should consult with an experienced attorney about your situation. In one New Jersey case, for example, a victim did not report that a coworker was sending her sexually explicit images and talking to her over the phone about masturbation. She only reported the harasser after someone from a different department advised her to do so. HR suspended the harasser and fired him later. The victim sued the employer, and the appellate court determined that the employer could be found to have had constructive knowledge of the hostile work environment because it did not set up an effective sexual harassment policy giving employees a reasonable way to register internal complaints.

If you successfully prove that you were subjected to a hostile work environment, you can recover damages that include back pay, interest on lost wages, compensatory damages for pain and suffering and emotional distress, injunctive relief, and in some cases, punitive damages.

Consult Our New Jersey Attorneys About a Sexual Harassment Claim

It is humiliating and degrading to be subjected to sexual remarks and actions on the job. You should be able to work in a place free from sexual harassment. The New Jersey attorneys at Phillips & Associates can provide aggressive, experienced representation. Contact us at (609) 722-7315 or via our online form for a free consultation. We help clients in Jersey City, Paterson, Hackensack, and Newark, as well as other areas of Passaic, Bergen, Morris, Essex, Hudson, Union, Somerset, Monmouth, Middlesex, Mercer, Burlington, and Camden Counties.

100 Overlook Center, 2nd Floor
Princeton, NJ 08540
Tel: 609-722-7315

Managing Partner in New Jersey - Bryan Arce

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I was a client with this law firm. I can't stress enough how awesome and professional the people are here. Silvia & Erica made me feel so comfortable and welcome. I never had to guess anything. Anytime I call, emailed, or even texted. They were always there. If not they would get back to me as soon as possible. My case was not an easy situation for me but I tell you these guys made it seem like it was. I'm so glad that I use Phillip & Phillip. I thank you guys from the bottom of my heart. I am so grateful to have met such awesome, honest, and caring people. Thank you again. Djuana
I highly recommend Parisis (Gerry) Fillippatos with Phillips & Associates to represent you for employment related matters. He and his team were professional, attentive to every detail and brilliant at identifying the legal grounds to win the case. Parisis's communication and delivery were highly articulate and precise. He is personable and makes you feel comfortable in the maze of legal jargon. Finally, his confidence, perseverance and masterful negotiation skills deliver the win. Anonymous
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