The law on silencing harassment victims has changed substantially. The federal Speak Out Act limits pre-dispute NDAs, New York requires that confidentiality be the complainant's own preference, and New Jersey makes concealment provisions unenforceable against employees. This guide explains what you can still say and what to check before signing.
Retaliation is a standalone legal claim that can succeed even when the underlying harassment claim does not. This guide explains what counts as protected activity, the broad range of employer actions that qualify as retaliation, how causation is proven, and why timing is so often the decisive evidence.
The customer is not always right. Employers can be held liable for sexual harassment by clients, customers, patients, guests, and vendors when they knew or should have known and failed to protect their staff. This guide covers the legal standard, the industries where it happens most, and what an adequate employer response requires.
When a co-worker rather than a supervisor is the harasser, employer liability turns on a negligence test: did the company know or should it have known, and did it act. This guide explains what counts as notice, what a proper response looks like, and why the employer's reaction is often the real issue in these cases.
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.
