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If you have been the victim of sexual harassment, you have the right to pursue a legal case against your harasser. Securing experienced legal representation can give you the opportunity for the best outcome possible. At Meirowitz & Wasserberg, our Philadelphia sexual harassment lawyers can explain your legal rights, the deadlines associated with your case, and the potential value of your lawsuit.
Sexual harassment can happen anywhere to anyone. Becoming a victim is, unfortunately, too common. Stopping this trend requires coming forward and fighting for your rights in a court of law.
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When you work with the legal team at our Philadelphia law office, you have someone on your side advocating for your rights, offering the support you need to hold your harasser accountable, and helping you get the compensation you deserve. Call us today for your free consultation.
The experienced and reputable Philadelphia sexual harassment lawyers at Meirowitz & Wasserberg can assist you in several ways if you want to pursue a sexual harassment lawsuit.
We can help can assess the strength of your case, including the evidence you have, the credibility of witnesses, and the laws that apply.
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Your legal team can represent your interests and help you seek the compensation you deserve, including lost wages, emotional distress damages, and punitive damages.
Let us represent you in your sexual harassment lawsuit. We will provide you with the support, guidance, and advocacy you need to seek justice.
Sexual harassment involves another person making statements, suggestions, requests, or physical advancements of a sexual nature toward you without your consent. These actions can make you uncomfortable and upset because they are unwanted and create a tense atmosphere.
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You may hear about this type of issue most often in the context of employment. When sexual harassment occurs in the workplace, it might be quid pro quo harassment, which means someone is trying to use a condition of employment to get sexual favors.
It is important to note that sexual harassment does not have to involve sexual behavior or physical actions. It could also be words, materials, or gender-related, such as jokes about women.
It also does not have to occur in person. Online harassment, in which someone uses technology to perpetrate harassment, is a growing problem. This type of sexual harassment typically involves sending lewd materials to a victim or sharing such materials publicly, posting nude pictures of you without permission on social media, for example.
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Teasing or a one-time situation does not constitute sexual harassment. The actions need to occur multiple times and create a feeling of discomfort.
Women are most often the victims of sexual harassment. A 2021 Pew Research study showed that 16 percent of women said they had experienced it, compared to 5 percent of men.
The best way to combat this issue is to stand up for yourself. It’s important to be proactive and hold your harasser responsible by:
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The U.S. Equal Employment Opportunity Commission (EEOC) is an agency within the federal government that handles discrimination and harassment complaints. If the incident occurs at work, you need to file a complaint. You can do this online through the public portal or in person at an Equal Employment Opportunity Commission office.
Gathering evidence against your harasser is essential to proving your case, whether it is with your employer, the Equal Employment Opportunity Commission, or in court. You want to document as much as possible about the incident, including the date, time, location, and names of those present.
If you have any communication documentation between you and the aggressor, keep that. Emails, text messages, or handwritten notes can make the best evidence in these cases.
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You also want to note witnesses and speak with them to see if they would be willing to provide statements on your behalf. Sometimes, people fear involvement in such issues because they think an employer may retaliate.
While this is against the law, you cannot make a witness testify, so be careful when approaching potential witnesses. You may want to leave it up to your lawyer to handle.
If you are working with the Equal Employment Opportunity Commission, you will have 180 days to file a complaint, beginning from when the harassment takes place. You may get an extension of up to 300 days in some situations.
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In Pennsylvania, the statute of limitations for sexual harassment claims under the Pennsylvania Human Relations Act is two years. This means that a victim has two years from the date of the alleged harassment to file a complaint with the Pennsylvania Human Relations Commission.
After filing with the Equal Employment Opportunity Commission, you will need a Notice of Right to Sue to bring a lawsuit to court. Once you get this notice, you have 90 days to file your case. Otherwise, you cannot file until the agency completes its investigation.
When you take your sexual harassment case to court, you will file a civil lawsuit against the offender. Civil cases allow you to collect monetary awards. You may ask for compensatory and punitive damages.
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Compensatory damages are those that pay you for your losses. Generally, they are specific expenses you had due to the other person’s actions. For example, if you missed work because of harassment in the workplace, you could ask for money to cover lost wages. This type of award also includes pain and suffering and emotional damage.
Punitive damages are a punishment. The court will decide whether to impose this type of award. It does not happen in every case. Judges generally reserve them for situations where an offender showed malice or intent to cause harm to the victim.
Dealing with legal issues concerning your situation can be confusing. To ensure you understand what may happen, here are answers to some common questions.
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Issues occurring in the workplace have coverage under federal law, making it illegal to commit the act or for employers to retaliate against anyone reporting an incident.
Pennsylvania law also makes harassment illegal. Under state law, it is a criminal violation, meaning you may file a complaint with the police and make a civil claim against the person.
Note that if you receive damages awarded by the court in an Equal Employment Opportunity Commission case, federal law limits how much you can receive based on the number of employees your employer has. Limits range from $50, 000 to $300, 000.
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I feel so blessed to have had Meirowitz & Wasserberg Law Firm represent my Husband and I in a great time of need in our lives. l highly recommend this firm. Daniel Wasserberg was the most personable, caring lawyer one could ever have. He was always there for our every need with compassion, loyalty and sincerity. He truly cares about his clients. I learned to love this man as a Son.Many people who are dealing with sexual harassment in Philadelphia at work aren’t even sure if the actions of their coworkers or superiors are considered harassment. At The Pearce Law Firm, we get asked a great deal, ‘what is considered sexual harassment in pa?’ There are two main types of sexual harassment in the workplace, these are:
Sexual demands are made directly by a coworker or superior, and require to be fulfilled or complied with in exchange for employment, a promotion, pay raises, or other compensation or opportunities.
An employee (typically female) is subjected to unwelcome sexualized behavior (either verbal or physical in nature) and unwelcome sexual advances, which create an offensive or hostile environment for the employee.
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Title VII of the Civil Rights Act of 1964 prohibits sexual harassment. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as:
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature… when… submission to or rejection of such conduct is used as the basis for employment decisions… or such conduct has the purpose or effect of… creating an intimidating hostile or offensive working environment.”
Many times a supervisor or boss will engage in sexual harassment. However, this type of harassment is illegal even if the perpetrator is not your boss or supervisor. An employer is not permitted to allow a co-worker to create a hostile or offensive work environment which interferes with your ability to do your job. Sexual harassment does not have to be overt to be real or actionable.
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Any outright offers to trade favors, promotions, raises, bonuses, benefits, advancements, hiring, or threats of firing in exchange for sexual favors is also blatantly against sexual harassment laws.
If you are the victim of these or any other forms of sexual harassment you should report the problem to your superior, your human resources department, and your union representative (if applicable). Please read “What to do if you are sexually harassed.” You should also speak with an experienced sexual harassment attorney as soon as possible to preserve your rights as there are strict time limits for reporting discrimination violations. Claims with the Equal Opportunity Commission and Pennsylvania Human Relations Commission must be
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