Princeton Sexual Harassment Attorney
Fighting for Sexual Harassment Victims in New Jersey
When you come to work, you expect to be valued for your productivity and the quality of your work, not sexually objectified. If you have been sexually harassed on the job, you are likely feeling a range of negative emotions, including embarrassment and anger. A sexual harassment lawsuit may allow you to recover damages for the wrongs that you have suffered. At Phillips & Associates, PLLC, our Princeton sexual harassment lawyers can evaluate your situation and help you file a case under federal or state laws as appropriate.
Call Phillips & Associates, PLLC, today at (866) 229-9441 or contact us online to schedule a consultation with our sexual harassment lawyer in Princeton.
Pursuing a Sexual Harassment Case
Sexual harassment is a form of sex discrimination prohibited by Title VII of the federal Civil Rights Act of 1964 and the New Jersey Law Against Discrimination (NJLAD). Title VII applies only to employers with 15 or more employees, while the NJLAD applies to all employers in New Jersey.
Sexual harassment may be perpetrated by a manager, supervisor, coworker, client, or customer. It may occur between men and women, between men and men or women and women, or against a transgender worker. The harassment may include any type of unwelcome sexual advances, including explicit remarks, jokes, groping, touching, kissing, repeatedly asking for a date or sex, and innuendoes. Generally, employers are supposed to make sure that sexual harassment does not take place on the job and protect you if it does.
Hostile Work Environment & Quid Pro Quo Harassment
There are two forms of sexual harassment: hostile work environment and quid pro quo harassment. A Hostile Work Environment exists if a reasonable person in the victim's shoes believes that the workplace has become hostile and changed due to frequent or severe instances of sexual harassment. It is not likely that a court will find that a hostile work environment arose from something trivial, such as one offhand remark or joke about sex. However, a single instance of inappropriate touching might be considered severe enough to be considered sexual harassment. Quid pro quo harassment happens if an employer tries to condition your employment or benefits (such as raises, hours, overtime, etc.) when submitting to harassment or advances. For example, if your supervisor promises you extra hours if you date him or her or threatens to demote/fire you if you do not give in to his or her demands - that is quid pro quo sexual harassment (whether you give in or not). Our sexual harassment attorneys can guide Princeton residents through claims based on either quid pro quo or hostile work environment harassment.
In order for an employer to be liable for an employee's sexual harassment of another employee, creating a hostile work environment under New Jersey law, a plaintiff needs to show that the harassing conduct would not have happened, but for the employee's sex/gender, it was so severe or pervasive that it would be enough to make a reasonable person believe that the employment conditions had been altered, and the environment was either hostile or abusive. Also, the employee must show that the Company either knew or should have known of the harassment. More importantly, you cannot be retaliated against for filing a complaint of sexual harassment.
What Proof Do I Need in a Sexual Harassment Case?
Proving a sexual harassment case requires gathering evidence to demonstrate that the behavior violated your rights under the law. While every case is unique, the following types of evidence are often crucial in building a successful claim:
- Documentation of Incidents: Keeping a detailed record of each incident of harassment is critical. Include dates, times, locations, and a description of what happened. If there are witnesses, note their names and how they might have observed the harassment. Emails, text messages, or any other form of written communication that supports your account of the harassment can be invaluable.
- Witness Testimonies: If coworkers or other individuals witnessed the harassment, their statements can significantly strengthen your case. Witnesses who observed the inappropriate behavior, overheard offensive comments, or can testify to the impact the harassment had on your work environment may help establish a pattern of misconduct.
- Company Policies and Procedures: Many companies have policies and procedures in place for reporting sexual harassment. If you reported the harassment to your employer and they failed to take appropriate action, this could bolster your claim. Any documentation that shows the steps you took to report the behavior—whether it's emails, written complaints, or evidence of meetings with human resources—can be crucial.
- Performance Reviews or Job Evaluations: If the harassment negatively impacted your job performance, performance reviews or job evaluations could help establish a link between the harassment and the harm you suffered. For instance, if your productivity declined or you were demoted after refusing a supervisor's advances, this could demonstrate that the harassment affected your career.
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$2,000,000 Sexual Harassment
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$3,375,000 Sexual Harassment
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$975,000 Sexual Harassment & Retaliation
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$5,000,000+ Gender and National Origin Discrimination
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$2,200,000 Race Discrimination & Retaliation
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$1,400,000 Religious & Sexual Orientation Discrimination
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$1,800,000 Race Discrimination
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$3,000,000 Gender Discrimination & Sexual Harassment
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$5,000,000+ Sexual Harassment ands Quid Pro Quo
Why Clients Trust Us
Championing Your Rights With Unmatched Success & Compassion
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One of the Largest Plaintiff Law Firms Representing Employees
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We Win - Over $300 Million in Client Settlements & Verdicts
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The go-to Law Firm for High Profile Discrimination and Harassment Cases
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A Legal Team Driven to Leveling the Playing Field Against Your Employer
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Recognized As The Best of the Best in Employment Law
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Financial Backing - No Fees Paid Unless We Win
