Philadelphia Attorneys Representing Employees Who Are Victims of Sexual Harassment on a Contingent Fee Basis

There Are Two Common Forms of Illegal Sexual Harassment 

A Horrible Situation - and Totally Illegal

Quid Pro Sexual Harassment takes place when a supervisor or manager conditions future job benefits and opportunities on an employee's agreement to engage in personal relations.  This is the classic form of sexual harassment: "sleep with me and I will give you a promotion," or "sleep with me or else you won't have a job."

You Do Not Need to Put Up With This

A Hostile Work Environment is another form of sexual harassment.  It is characterized by repeated comments about your anatomy or prospects of having sex with you, nudity being depicted in the office on a regular basis and/or pervasive use of foul and/or explicit language within your earshot.

What Should I Do If I Am Being Sexually Harassed in Pennsylvania?

Unless management is made aware of the situation, your rights are extremely limited, and perhaps non-existent.

If your supervisor is the harasser, you must report the conduct to upper management.

If your co-worker is the harasser, you must report it to your supervisor.

You Must First Report the Mistreatment to Management
if You Want the Situation Remedied

What Happens If I Make a Complaint to Management About Sexual Harassment, and Nothing is Done?

If, after management is made aware of the situation, inadequate steps are taken to protect you and punish the offender, then you are left with 3 choices:

1) do nothing and persevere (you may as well look for a new job and be prepared for your self-esteem to take a hit - but sometimes that is for the best);

2) report the company to the Equal Employment Opportunity Commission, the Pennsylvania Human Relations Commission ("PHRC") and/or local agencies such as the Philadelphia Commission on Human Rights ("PCHR"); or,

3) quit your job.

If I Resigned Due to Sexual Harassment, Can Get Unemployment In Pennsylvania?

Before you quit your job, you should speak with an attorney to determine whether 1) you have a necessitous and compelling reason to quit your job so as to qualify for unemployment benefits; 2) whether you have a valid legal claim that sexual harassment caused your to quit your job.

Consider Seeking Counsel Before You Quit

I Quit My Job Because of Sexual Harassment Created a Hostile Work Hostile Work Environment, Do I Have a Case for Constructive Discharge?

If you can win unemployment benefits by proving that you had a necessitous and compelling reason to resign, you may very well be able to prove that you were constructively discharged from your employment.

Can My Philadelphia Employer Retaliate Against Me If I Report Sexual Harassment?

First of all, it is important to understand the "legal" definition of  "illegal retaliation."

Typically, the courts become concerned, and thus you have a claim for unlawful retaliation, if the employer responds to your complaint of sexual harassment with "adverse employment action." 

Such action includes demotion, failure to promote, suspension, transfer to a remote location, withholding bonuses, termination and serious actions like that.  Generally, the hallmark of adverse employment action is a change in your employment status that costs you money, or prevents you from making more money. 

How Long Do I Have in Pennsylvania to File a Claim of Sexual Harassment or Hostile Work Environment?  There Are Different Deadlines for Federal, State and Local Anti-Discrimination Statutes

300-Day Deadline is the Longest

All anti-discrimination statutes, whether federal, state or local, have "statutes of limitations" that require an individual to file a Charge of Discrimination within a given number of days from the date that the adverse employment action occurred.

If you suffer an adverse employment action in response to your complaint of sexual harassment complaint or sexually inappropriate hostile work environment, and wish to preserve your rights to a future lawsuit, you must file a charge with the EEOC within 300 days from the adverse employment action to preserve your rights under Title VII, and within 180 days to secure protection under the Pennsylvania Human Relations Act or the PCHR.

Philadelphia Discrimination, Harassment and Retaliation Attorney Helping Employees Collect Wages, Compensation, Bonuses and Severance on a Contingent Fee Basis Attorney Representing Employees

Philadelphia Are Employment Attorneys Representing Employees

We are employment lawyers who represents employees in Pennsylvania. 

We typically represent employees who need an employment lawyer in Philadelphia County, Chester County, Delaware County, Bucks County, Berks County, Lancaster County and Montgomery County.

Pennsylvania Employment Attorneys Provides Free Telephone Consultations

If you are looking for an employment lawyer, and live in Ardmore, Telford, Ambler, Cheltenham, Ft. Washington, Lansdale, Blue Bell, Germantown, Chalfont, Plymouth Meeting, Honeybrook, Pottstown, Boyertown, Drexel Hill, Trainer, Willow Grove, Horsham, North Wales, Conshohocken, Glenside, Montgomeryville, Hatboro, Harleysville, North Wales, Souderton, Jenkintown, Gilbertsville, Downingtown, Lionville, Collegeville, Phoenixville, Northeast Philadelphia, Oaks, Royersford, Springfield, Lower Providence, Malvern, Yeadon, Wayne, King of Prussia, Downingtown, Upper Gwynedd, Wyncote, Glenside, Narberth, Doylestown, Trappe, Radnor, Berwyn, Bryn Mawr, Wayne, Newtown Square, Exton, Center City Philadelphia, West Chester, Skippack, Langhorne, Haverford, Newtown Square, Nether Providence, Broomall, Drexel Hill, Reading or any of their surrounding towns, feel free to send us an e-mail via our Contact Form or give us a call at 610-647-5027.  We are always glad to spend some time with people via a free telephone consultation.

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