Center City Sexual Harassment Lawyers

All employers have a responsibility to provide a safe work environment for their employees. In addition to ensuring that there are no hazards or safety issues that could increase the risk of injuries, employers must also send a clear message that any form of sexual harassment or behavior that makes another employee feel unsafe, threatened, or discriminated against is prohibited.

There is a range of behaviors that are considered sexual harassment, from making inappropriate or offensive jokes to more blatant touching or groping. If you have been sexually harassed in the workplace, it is highly recommended that you contact the Center City sexual harassment lawyers at The Gold Law Firm P.C. at your earliest convenience. We will protect your legal rights, discuss the nature of your complaint, and negotiate the best possible settlement outcome.

What Defines Sexual Harassment in the Workplace?

In order to have a better understanding of sexual harassment in the workplace and the types of behaviors that would warrant a sexual harassment claim, keep the following facts in mind:

Sexual harassment can occur between a man and a woman or between two people of the same sex.
Sexual harassment can occur in the office or at any location where a company event is being held. For example, if your supervisor makes an unwanted physical advance at a holiday party that is being held at a hotel, this is considered sexual harassment, even if it did not occur in the office.
In addition to unwanted physical advances, sexual harassment can include offensive verbal statements, written communications, stalking, sending sexually explicit photos, or making offensive jokes.
Sexual harassment can occur, even if an intimate relationship does not exist between the two people.
Sexual harassment can come from co-workers, supervisors, clients, or anyone in the workplace.
Gander-based comments can be considered sexual harassment when they are found to be offensive.

What Are the Different Types of Sexual Harassment?

According to Title VII of the Civil Rights Act, sexual harassment is legally prohibited in the workplace. Title VII applies to companies that have 15 or more employees. There are two types of sexual harassment that are illegal under Title VII, including the following:

Quid Pro Quo Harassment: This type of harassment occurs when a supervisor or employer offers certain job perks, like a promotion or a salary increase, in exchange for sexual favors. In addition, if an employer threatens to fire you or withhold a well-deserved promotion if you refuse their demands for sexual favors, this is also considered quid pro quo harassment.
Hostile Work Environment: This occurs when an employee is subjected to unwanted physical or verbal behavior from an employer that is so severe and widespread that it creates an abusive work environment.

What Are Examples of Sexual Harassment in the Workplace?

While there are some forms of sexual harassment that are blatant, including unwanted kissing or touching another person’s genitals, others are more overt, like making sexually suggestive comments or jokes, or commenting on an employee’s physical appearance in a way that makes them uncomfortable. The following are common examples of behaviors that are considered sexual harassment:

Repeatedly commenting on an employee’s appearance.
Discussing one’s sex life or asking another employee about their sex life in front of other employees.
Making sexually explicit jokes.
Sending sexually suggestive or offensive text messages or emails.
Circulating nude photos of men or women in the workplace.
Spreading rumors about an employee that are sexual in nature.
Leaving unwanted gifts that are sexual or romantic.
Repeatedly hugging, putting one’s hand on an employee’s back or leg, or any other type of unwanted physical contact.

How Do I Prove that Sexual Harassment Occurred in the Workplace?

If you have been sexually harassed in the workplace, it is in your best interest to contact the Center City sexual harassment lawyers at The Gold Law Firm P.C. at your earliest convenience. Our highly skilled and dedicated legal team will work closely with you to ensure that you have the proof necessary to prove sexual harassment in the workplace, including the following:

Direct Evidence: This type of evidence occurs when there is a direct link between the sexual harassment and a negative employment action. For example, if your boss tells you that you will be demoted if you do not perform sexual favors, this is quid pro quo harassment. If you refuse your boss’s demands, and you are demoted to a lower-paying position within the company, you can provide direct evidence of sexual harassment.
Disparate Evidence: This evidence occurs when you can demonstrate that you were denied a promotion, excluded from social activities, faced more severe disciplinary actions, or otherwise treated differently by your employer based on your sex. For example, if a male employee is promoted more quickly, despite comparable qualifications and experience, this is disparate evidence of sexual harassment.
Policy Evidence: If the company you work for has policies in place that discriminate against employees based on sex or gender, this evidence can be used to prove sexual harassment. For example, if the company policy says that women must wear tight-fitting or revealing clothing when interacting with clients, this policy is a form of sexual harassment as it does not enhance job performance or provide employees with additional safety.

What Laws Are in Place to Protect Employees from Sexual Harassment?

Sexual harassment is prohibited in the workplace in Philadelphia and across the country. In fact, there are a number of laws that protect employees from this type of behavior, including the following:

Title VII of the Civil Rights Act of 1964: Any employee who works for a company with 15 or more employees is entitled to Title VII protections under federal law.
Pennsylvania Human Relations Act (PHRA): This prohibits sexual harassment in the workplace in Pennsylvania and includes protections for Philadelphia employees who work for a company that has four or more employees and have been subjected to sexual harassment in the workplace.
Philadelphia Fair Practices Ordinance (PFPO): This law prohibits sexual harassment in the Philadelphia workplace. It includes protections for almost all employees within the majority of businesses in Philadelphia.

What Is the Statute of Limitations for Filing a Sexual Harassment Claim in Philadelphia?

If you intend to take legal action and file a sexual harassment claim against your employer, it is important that you file your claim before the statute of limitations expires. The Equal Employment Opportunity Commission (EEOC) allows you to file your claim within 300 days from the date of the last sexual harassment incident. Once you file your claim and the EEOC receives it, they will start an investigation and determine whether there is enough cause for an allegation of sexual harassment.

If there is sufficient evidence of sexual harassment, they will issue a Right to Sue letter, at which point you and your sexual harassment lawyer will have 90 days to file a complaint in federal court. The Pennsylvania Human Relations Commission provides 180 days to file a claim of sexual harassment in Pennsylvania. If you are filing a sexual harassment claim in Philadelphia, the Philadelphia Human Relations Commission sets a deadline of 300 days for filing a sexual harassment claim in Philadelphia.