No One Should Have to Choose Between a Job and Their Dignity.

Sexual harassment is unwelcome conduct of a sexual nature that affects your employment. It includes: unwanted sexual advances, requests for sexual favors, offensive remarks about sex or gender, physical touching, displaying sexual materials, and creating a hostile work environment through pervasive sexual comments or behavior.

Quid pro quo ('this for that') occurs when job benefits are conditioned on sexual favors—typically by a supervisor. Hostile work environment occurs when unwelcome sexual conduct is severe or pervasive enough to alter your working conditions. Both are illegal, but they have different legal elements.

For hostile work environment, the conduct must be either severe (a single egregious act) or pervasive (repeated conduct that creates an abusive atmosphere). A single crude joke rarely qualifies, but ongoing comments, repeated unwanted advances, or a single serious assault can. We evaluate each situation on its facts.

While reporting through internal channels strengthens your case, it's not always required. If the harasser was your supervisor, the employer may be automatically liable. If you reasonably believed reporting would be futile or lead to retaliation, that's relevant. We evaluate whether you should report now and how to proceed strategically.

Absolutely. Title VII protects all genders. Men can be harassed by women, by other men, or by anyone creating a hostile work environment based on sex. Male victims often face additional barriers to reporting, but the law protects them equally.

Employers can be liable for harassment by coworkers if they knew or should have known about the harassment and failed to take prompt remedial action. If you reported to management and they didn't stop it, the employer is liable. Even harassment by third parties (customers, vendors) can create liability if employers don't respond.