Sexual Harassment

Sexual harassment is not about romance gone wrong at work. It is an abuse of power, and both Pennsylvania and federal law treat it as discrimination. If it is affecting your job, your pay or your ability to do your work, you have legal options.

Two Main Types of Sexual Harassment

The law recognizes two main forms:

• Quid pro quo: a supervisor ties a job benefit, assignment or continued employment to accepting sexual conduct or advances.
• Hostile work environment: unwelcome conduct of a sexual nature that is severe or pervasive enough to make the workplace intolerable. This covers comments, touching, messages, images and repeated jokes that management will not stop.

Harassment can come from a supervisor, a coworker, a client or a vendor. Employers can be responsible for failing to act after they know or should know.

Signs You May Have a Case

• You were punished after rejecting a supervisor’s advances
• Complaints about touching or comments were brushed off or minimized
• Texts or messages from a manager cross the line and continue after you object
• Everyone is expected to laugh along, and anyone who objects gets worse assignments
• Your hours, section or role changed after you complained

What To Do Now

1. Say no clearly if you safely can, and keep the message where you can find it later
2. Write down each incident with dates, witnesses and what was said
3. Report it through your employer’s process if you are able, and keep a copy
4. Do not delete messages, even the embarrassing ones; they are evidence
5. Talk to a lawyer about your options if the employer does not fix it

Frequently Asked Questions

I did not report it right away. Does that kill my case?

No. Courts understand why people stay quiet, especially about a supervisor. A delay is something the other side will raise, but it is rarely fatal on its own.

The harasser says it was just joking around. Does that matter?

That is a defense the other side argues, not the last word. The question is whether the conduct was unwelcome and whether it was severe or recurring enough to affect your job.

This page describes the law in general terms. It is not legal advice for your specific situation, and deadlines can be short. Call the firm for a free evaluation of your case.