Yes, repeated comments about your body or clothing can create a hostile work environment. Under Title VII the standard is “severe or pervasive,” but in NYC and NYS the standard is harassment that rises above “petty slights and trivial inconveniences.” Simply, unwelcome conduct that targets you because of sex can violate the law. Document dates, words used, and witnesses. Consider reporting to HR and speaking with an attorney about your options.

That’s quid pro quo sexual harassment: tying job benefits (shifts, pay, promotions) to sexual cooperation. It’s illegal under Title VII and NY/NJ/CT law. If a supervisor is involved, the employer can be strictly liable. Save texts/messages and get legal advice promptly.

Yes. Freezing is a common trauma response and does not equal consent. Unwanted touching is sexual assault and workplace discrimination. You can pursue internal and legal remedies without having physically resisted. Seek medical and legal support; consider reporting to HR if safe.

Employers must investigate and correct harassment. If HR fails to act, you can file with the EEOC, the NY State Division of Human Rights (or NYC Commission on Human Rights), the NJ Division on Civil Rights, or the CT Commission on Human Rights and Opportunities. An attorney can also file suit and seek damages.

No. Retaliation is illegal. Cutting hours, bad shifts, write-ups, demotion, or termination after you report can be a separate legal claim under federal and state law. Keep records of any changes after your complaint.

Digital harassment still counts. Save screenshots and logs (with timestamps). Employers must address harassment in remote or hybrid settings. NYC/NY State standards are especially protective; NJ and CT also prohibit digital harassment.

Yes. The law protects you in all three situations. Employers can be strictly liable for supervisors; they also must act when coworkers or third parties (clients/customers) harass employees. Report promptly so your employer must intervene.

Absolutely. Sexual harassment can affect anyone regardless of gender. Federal and tri-state laws prohibit harassment based on sex, sexual orientation, gender identity, and gender expression.

Not necessarily. If conditions were intolerable due to harassment, that may be constructive discharge. You can still pursue claims and seek damages. Act quickly to preserve deadlines.

Deadlines vary. In NY, you can often file directly in court under NYSHRL or NYCHRL; administrative and federal deadlines (EEOC) can be as short as 300 days, and in some states 180 days. If you work as a government employee, you may need to act as fast as 45 days federally, or 90 days in states like NY. Speak with an attorney promptly to protect your claims.

Yes. You can consult counsel confidentially. If a settlement occurs, you control what is shared. NY/NJ/CT have limits on overly broad NDAs in sexual harassment cases; your attorney will explain your choices.

Both. Remedies can include policy changes, separation from the harasser, lost wages, emotional distress, punitive damages (where allowed), and attorneys’ fees. Many cases resolve via confidential settlement or negotiated severance.

Yes. Sexual comments during meetings create a hostile work environment and violate federal and state law. Save screenshots, dates, and who was present. Digital harassment counts the same as in-person conduct. Lieb at Law handles digital misconduct and virtual meeting harassment cases across NY, NJ, and Connecticut.

Yes. AI-generated sexual images are harassment and can also be unlawful digital exploitation. Keep a copy of the image even if the sender deletes it. Evidence is critical. Lieb at Law represents victims of AI-based harassment and cyber misconduct in the workplace.

Yes. Questions about porn, sexual acts, or your sexual boundaries are blatant sexual harassment. It does not matter if it was framed as a joke or part of a conversation. Document what was said. Lieb at Law handles harassment that happens at work events, dinners, and off-site gatherings.

Yes. Asking you to expose yourself is sexual harassment and can also be criminal depending on the state. An apology does not undo the misconduct. Save the message or write down the exact words and date. Lieb at Law represents victims of explicit verbal harassment and coercive sexual conduct at work.

Yes. A supervisor soliciting sexual activity is unlawful. When a supervisor is involved, the employer can be strictly liable. You should preserve any written messages and note the date and time of verbal comments. Lieb at Law helps employees report safely and avoid retaliation.

Yes. This is a form of power-based harassment and inappropriate role assignment. It can also be tied to retaliation if you refuse. Write down every incident and who was present. Lieb at Law handles supervisor boundary violations and abuse of authority in harassment cases.

Yes. Comments about sexual fantasies involving you are unlawful and create a hostile work environment. Document the statement. These cases often involve repeated behavior. Lieb at Law represents employees facing escalating harassment in male-dominated workplaces.

No. Many victims only recognize the pattern over time. The law does not require you to label it as harassment in the moment. Start documenting everything you remember. Lieb at Law helps employees build a timeline and gather evidence even when the recognition is delayed.

Yes. Sexualized insults and comments about how you look violate state and federal law. It does not matter if they claim it was a joke. Evidence matters. Save messages or keep a written log. Lieb at Law handles verbal harassment and gender-based slurs in the workplace.

Yes. State harassment laws apply even to very small employers. You have rights even without an HR department. Save your evidence and speak with Lieb at Law about next steps and how to report safely.

Yes. No, it's about the facts and circumstances of each case where each situation is specific to its facts. To be actionable federally, the case needs to involve severe and pervasive conduct. In states, like NY, there is a lower standard where it just must rise above petty slights and trivial inconveniences. Regardless, if it gives you the ick, it's worth a consultation to see if there is something there because an attorney's job is to help you to curate the facts to tell your story and let the court and/or a jury know how you were impacted by unwelcomed and offensive conduct.