Is This Sexual Harassment?
Scenarios Our Clients Have Faced
Lieb at Law represents employees in sexual harassment and retaliation cases under federal law (Title VII) and state protections in New York (NY), New Jersey (NJ), Connecticut (CT), and Colorado (CO) . These laws provide strong safeguards for workers who experience unwanted sexual advances, hostile work environments, or retaliation after reporting misconduct - whether it happens in person, online, or through an abuse of power.
Below are examples of workplace situations our clients have faced. If any of these sound familiar, you may have legal rights - and we can help.
My boss keeps commenting on my clothes and body. Is that harassment?
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.
He said I’d get better shifts if I went out with him. What is that?
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.
I froze when my manager touched me. Does it still count if I didn’t fight back?
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.
HR ignored my complaint. What’s my next move?
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.
Can I be punished for reporting harassment?
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.
What if the harassment happens over text, Slack, Zoom, or social media?
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.
Does it matter if it’s a coworker, a boss, or even a client?
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.
I’m a man and I’m being sexually harassed. Do I have a case?
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.
I left because I couldn’t take it. Did I “quit” my rights?
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.
How fast do I need to act? What are the 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.
Can I keep my situation confidential while I explore options?
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.
What outcomes are possible — money, safety, or both?
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.
Talk to a lawyer confidentially.
Lieb at Law represents employees across New York, New Jersey, and Connecticut in sexual harassment and retaliation cases.