Google Screened

Are You in the Healthcare Field?

Find Out How We Can Help »
[et_social_follow icon_style="slide" icon_shape="rectangle" icons_location="top" col_number="1" outer_color="dark"]
Millions Recovered For Our Clients No Fees Unless We Win
Sexual Harassment CEO

Pennsauken Sexual Harassment Lawyers

Sexual harassment is prohibited in New Jersey. Under New Jersey fair employment practices law, any unwelcome physical conduct that is sexual in nature or requests for sexual favors is considered sexual harassment. Under the New Jersey Law Against Discrimination (NJLAD), sexually-based discrimination is illegal. Sexual harassment that creates a hostile work environment is also considered unlawful. Furthermore, any requests for sexual favors in exchange for a promotion, raise, or other work advancement is considered quid pro quo sexual harassment, which is also prohibited under the NJLAD.

Different Forms of Sexual Harassment in the Workplace

Quid Pro Quo Harassment: This type of harassment occurs when an employer makes submission to sexual conduct requisite to employment. Quid pro quo harassment can take place by the employer or their agents. Requests can be either explicit or implicit. Any conduct that makes an employee believe that they must submit to the sexual act requested in order to retain employment, receive a promotion, or attain a raise is harassment. Additionally, it is harassment if the employee believes that submission is necessary to avoid a demotion or a poor evaluation.

Hostile Work Environment: This type of harassment occurs where the work culture targets an employee’s gender. The culture is pervasive enough to make a reasonable person of the employee’s gender believe that the environment has become hostile. For example, a hostile work culture occurs when women are subjected to lewd remarks and taunted to the extent that the working conditions are deemed abusive.

Retaliation: Under New Jersey law, employees are protected for reporting such behaviors. If employees face retaliation by their employer, the employer may be liable. An employer is prohibited from terminating an employee for making a complaint of sexual harassment. Employees should not face any adverse consequences in their employment status for reporting sexual harassment. Negative impact to an employee’s salary, demotion, schedule, assignments, or reviews may qualify as prohibited retaliation.

Common Examples of Sexual Harassment

Sexual harassment can take place in the following ways:

  • Unwanted physical contact in the form of grabbing body parts, touching, pinching, kissing, hugging, or blocking anyone’s movement.
  • Sexually suggestive comments made verbally or in writing.
  • Obscene and lewd comments.
  • Proposing sexual acts through notes, texts, emails, or other manners.
  • Making remarks about someone’s appearance, clothing, or gender.
  • Displaying sexually aggressive material.
  • Displaying nudity or sexual materials.
  • Exposing or sharing photographs of one’s genitalia.
  • Continuing to make sexual advances despite objections.

Both men and women may be subject to sexual harassment. Furthermore, employers must ensure that their employees know that discrimination and harassment are prohibited in the workplace and that all employees and supervisors have a responsibility to report such behaviors. Supervisors who receive complaints about such harassment must report the complaint to the New Jersey State’s equal employment opportunity officers. All employees, witnesses, and supervisors must cooperate with any investigations conducted.

Pennsauken Sexual Harassment Lawyers at The Gold Law Firm P.C. Protect Employees Suffering Sexual Harassment in the Workplace

If you or someone you know suffered sexual harassment in the workplace, contact the Pennsauken sexual harassment lawyers at The Gold Law Firm P.C. today. We will review your case and fight for the justice you deserve. For a free consultation, contact us online or call us at 215-569-1999. Located in Pennsauken, New Jersey, we represent clients throughout South Jersey, including Cherry Hill, Haddonfield, Marlton, Moorestown, and Mount Laurel.

2019 American Trail Lawyers badge
Lead Counsel Rated
life time achievement
million dollar advocates badge
AV Peer Review Rated
Philly Happening
Top one badge
Silver Client Champion Award 2020
super lawyers badge

As Seen On

avvo Martindale Justia FindLaw
© 2024 Sidney L. Gold and Associates, P.C. All rights reserved. [ Site Map | Privacy Policy ]

Attorney Advertising Materials. Sidney L. Gold is responsible for the content of this website. This website is designed for general information only. The information presented at this site should not be construed to be formal legal advice nor the formation of a lawyer/client relationship.

Website Accessibility: Sidney L. Gold & Associates P.C. is committed to ensuring digital accessibility for people with disabilities. We are continually working to improve the accessibility of all content on our website and applying the relevant accessibility standards.

* The awards and accolades displayed on this website were issued to the attorneys, or the entire law firm by the respective providers of these honors. They are as follows, Avvo Inc., Super Lawyers®, Martindale Hubbell Peer Review Rated, ASLA Top 100 Lawyers, Million Dollar Advocates Forum, Legal Leaders Top Rated Lawyers, Bar Register Preeminent Lawyer, Happening List Winner, BBB Accredited Business, National Association of Distinguished Counsel Top 1 Percent, America's Top 100 Attorneys, The Employee Rights Advocacy Institute for law and policy, Best Lawyers, Lead Counsel Rated, Top Employment Lawyers in Philadelphia, Association of American Trial Lawyers Top 100 and Martindale Hubbell Client Champion Silver. No aspect of these advertisements have been approved by the Supreme Court of New Jersey.