Supervisor & Executive Harassment
Representing employees subjected to sexual assault, unwanted touching, and related misconduct by supervisors, coworkers, or third parties on the job.
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Harassment by a supervisor, partner, or executive carries the heaviest employer liability in employment law. Where the conduct culminates in a firing, demotion, or other tangible employment action, the employer is strictly liable and no defense is available. Where it does not, the employer must show it took reasonable care to prevent and correct the behaviour. In practice these cases often turn on whether HR was genuinely independent of the person accused. We represent employees across New York, New Jersey, and Florida.
Harassment by a supervisor, partner, or executive triggers the heaviest employer liability in employment law, but it is also the hardest to report. This guide explains the Faragher-Ellerth framework, who legally counts as a supervisor, why HR is often compromised, and how to protect yourself when the harasser controls your career.
Sexual assault by a supervisor triggers heightened employer liability under federal, New York, and New Jersey employment law. This post walks through internal reporting, external filings, and litigation options.
Sexual harassment in medical and dental practices often involves extreme power imbalance—especially when the harasser is the practice owner. This article explains common patterns, retaliation red flags, how to document discreetly, and safer reporting options for workers in NY, FL, and NJ.
When sexual harassment comes from a CEO or partner, traditional reporting can be risky. This guide explains discreet documentation, safer reporting channels beyond HR, how to anticipate retaliation and reputation-management tactics, and what to avoid signing in NY, FL, and NJ executive-level harassment cases.
The Alexander case highlights how unchecked power fuels workplace abuse. Employers must address privilege, culture, and silence before it becomes a legal crisis.
The Diddy case reveals how unchecked power and silence enable abuse. Corporate leaders must dismantle toxic dynamics before harm occurs.
Lawsuit Filed Against McDonald's in NY for Sexual Harassment and Racial Discrimination
Former employee sues NYG Capital for sexual harassment and wrongful termination by CEO.
Understanding the critical steps to take and the importance of legal assistance when facing sexual harassment at work.
A hostile work environment can be created by various factors, including persistent sexual jokes or comments, inappropriate touching, sexually explicit emails or messages, and the presence of sexually suggestive materials in the workplace. Any behavior that makes an employee feel uncomfortable, intimidated, or offended based on their gender or sexual orientation may contribute to a hostile environment.
Yes, sexual harassment can occur in any work-related setting, including off-site meetings, business trips, company events, and virtual work environments. Employers have a duty to ensure that their employees are protected from sexual harassment regardless of the location or circumstances.
If you witness sexual harassment happening to a coworker, it's important to offer support to the victim and encourage them to report the behavior to HR or management. You can also document the incident if possible and provide testimony or statements during any investigation. Standing up against sexual harassment helps create a safer and more respectful workplace for everyone.
Yes, third parties, including clients, customers, vendors, and contractors, can be held accountable for sexual harassment if their behavior creates a hostile work environment for employees. Employers have a responsibility to address and prevent sexual harassment from any source within the workplace, including external parties.
Individuals who have experienced sexual harassment can seek support from various resources, including employee assistance programs (EAPs), counseling services, support groups, and legal aid organizations. Many jurisdictions also have hotlines and helplines specifically for victims of sexual harassment where they can receive information and assistance.
In some cases, bystanders who witness sexual harassment but fail to intervene or report the behavior may also be held accountable, especially if they have a duty to act based on company policies or legal requirements. Encouraging bystander intervention and promoting a culture of accountability can help prevent sexual harassment and support victims.
Employers can promote a culture of respect and inclusion by providing comprehensive training on sexual harassment prevention, fostering open communication channels for reporting harassment, implementing clear policies and procedures for addressing complaints, and holding all employees accountable for their behavior. Creating a supportive and respectful work environment benefits everyone and reduces the risk of harassment.
If you experience retaliation for reporting sexual harassment, document the retaliatory actions, report them to HR or management, and seek legal advice from an experienced employment lawyer. Retaliation against employees for engaging in protected activities, such as reporting harassment, is illegal, and you have rights and protections under the law.
