Philadelphia Sexual Harassment Attorney

What to Do If You’ve Experienced Sexual Harassment

If you have been subjected to sexual harassment in the workplace, consider documenting each incident and reviewing your employer’s complaint procedures or policies. Available reporting channels may include a supervisor, Human Resources (HR) department, company hotline, written complaint process, or another designated contact. The appropriate step depends on the circumstances, and employees should preserve workplace evidence lawfully and securely.

A useful record can include dates, locations, people involved, what was said or done, witnesses, messages, complaints, employer responses, and changes to working conditions. Employers can’t lawfully retaliate against an employee for reporting or opposing sexual harassment through a protected channel. Keep records of any reduced hours, discipline, negative evaluations, demotion, exclusion, or termination that follows a report or opposition to harassment.

Damages in Philadelphia Sexual Harassment Claims

Damages that we may be able to help you recover include:

• Back pay: Back pay includes any income or benefits that you lost as a result of being terminated or being demoted.
• Front pay: Front pay is any wages or other compensation that you would have earned if you had not been terminated or demoted.
• Emotional distress damages: Compensation for the emotional harm caused by harassment, which may include anxiety, humiliation, mental anguish, or other psychological effects.
• Reinstatement: In some cases, this may be available, but the relationship between an employer and an employee can become irreparably damaged in situations involving a hostile work environment. 

In addition to these compensatory elements, punitive damages may also be available in some cases when authorized by law and supported by the facts. Available remedies and their potential amount can depend on the legal claim, employer size, evidence, statutory limits, mitigation issues, and forum. We can assess the facts of your situation and discuss the remedies that may be available.

Filing with the PHRC or EEOC in Philadelphia

The Pennsylvania Human Relations Commission (PHRC) and the Equal Employment Opportunity Commission (EEOC) can receive and investigate employment discrimination complaints, including sexual harassment complaints. Their work-sharing agreement may allow a charge filed with one agency to be dual-filed with the other, depending on the claims and filing requirements.

For qualifying sex-discrimination charges against employers with 15 or more employees, the EEOC Philadelphia District Office generally identifies a 300-day filing period from the date of the alleged harm. The federal baseline is generally 180 days, but this period can extend to 300 days where a state or local law also prohibits the discrimination. Pennsylvania state-agency deadlines can differ, so prompt legal review can help identify the applicable requirements before a deadline passes.

What Proof Do I Need in a Sexual Harassment Claim?

Evidence can help establish what happened, how the harassment affected you, and whether your employer took appropriate action after learning about it. You may already have useful evidence without realizing it. 

Depending on the circumstances, the following records and information may help support your Philadelphia sexual harassment claim:

• Your own account: Keep a detailed timeline of incidents, including dates, locations, what was said or done, and anyone who may have witnessed the behavior.
• Written and digital evidence: Preserve relevant text messages, emails, direct messages, voicemails, social media communications, and inappropriate images or links.
• Witness testimony: Identify coworkers who witnessed the conduct, people you confided in shortly afterward, or former employees who experienced similar treatment.
• Workplace records: Keep copies of complaints to HR or management, employer responses, investigation reports, company harassment policies, and relevant performance reviews.
• Medical or counseling records: If you sought treatment for emotional distress, anxiety, or other effects of the harassment, relevant medical or counseling records may help document the impact.
• Evidence of retaliation: Save records of termination, demotion, reduced hours, disciplinary action, or sudden negative performance reviews following a complaint.
• Records of financial losses: Gather pay stubs, benefits statements, and employment records that may help establish lost income or other financial consequences.

Contact Our Philadelphia Sexual Harassment Attorneys Today

Victims of sexual harassment may be anxious about coming forward. If you are considering bringing a sexual harassment claim, you should consult the employment litigators at Phillips & Associates, PLLC. We represent workers, not employers or corporations, in sexual harassment and related retaliation and employment discrimination matters. You can call us at (866) 229-9441 or use our online form to set up a free consultation.

A consultation can help you organize the timeline, identify potential claims, understand possible next steps, and determine whether additional evidence or an agency filing may be needed.

Don’t hesitate to reach out to our sexual harassment lawyer in Philadelphia. Dial (866) 229-9441 or complete our online form.