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.
A hostile work environment claim turns on whether the conduct was serious enough to change the conditions of your job. That threshold is no longer the same everywhere. New York has lowered it substantially, New Jersey applies a totality of the circumstances test, and Florida still follows the federal severe or pervasive standard.
Quid pro quo harassment happens when someone with power over your job conditions a benefit, or a punishment, on your response to a sexual demand. A single incident can be enough. This guide explains what the claim requires, why employer liability is strictest here, and how the standard differs across New York, New Jersey, and Florida.
The New Jersey Law Against Discrimination is one of the most protective employment statutes in the country. This post explains how it applies to workplace sexual assault and where it goes beyond federal law.
