Hiring a Sexual Harassment Lawyer in New Jersey

Unfortunately, workplace sexual harassment occurs far too frequently in the United States. Any person could be the victim of unwanted advances in the workplace. However, women are disproportionately the victims of job-related sexual harassment and misconduct. The U.S. Equal Employment Opportunity Commission (EEOC) states that 50 percent of women and 16 percent of men report being sexually harassed on the job.

The prevalence of workplace sexual harassment is unacceptable. Even worse, when a victim reports the problem, many report that they have experienced retribution. The EEOC’s Select Task Force on the Study of Harassment in the Workplace found that 75 percent of sexual harassment victims report that they were unlawfully retaliated against after they spoke up about the problem.

Our dedicated workplace sexual harassment attorney protects the legal rights and financial interests of workers in New Jersey. As a former prosecutor, New Jersey attorney Jordan B. Rickards is ready to fight aggressively on your behalf. You deserve a workplace that is free from any unwanted sexual advances or intimidation. If you were a victim of workplace harassment in Central New Jersey, please call our law firm today for a fully confidential review of your legal case.

What is Workplace Sexual Harassment?

Sexual harassment is a form of sex-based discrimination. In practice, sexual harassment can take a wide array of different forms. Some of the most common examples include:

  • Unwanted sexual advances;
  • Unwelcome sexual jokes;
  • Pervasive sexual teasing;
  • Lewd comments;
  • Sexual gestures;
  • Request for sexual favors;
  • Invasive remarks about physical appearance;
  • The display of graphic sexual images or sexualized objects;
  • Comments or speculation about sexual activity;
  • Any other type of verbal or physical conduct of a sexual nature.

In some cases, sexual harassment is overt and obvious to everyone in the workplace. In other cases, sexual harassment can be subtle, and it only the harasser and the victim may be aware. As a general rule, workplace sexual harassment cases will fit into one of two different categories:

  • Quid pro quo: A quid pro quo situation refers to circumstances in which a manager or supervisor is offering an employee something in exchange for a sexual favor. In essence, the manager is attempting to sexually ‘extort’ the worker, using their position at the company to take advantage of the employee.
  • Hostile work environment: A hostile work environment is one in which an employee has to endure unwanted and inappropriate sexual conduct to the point that it has made their workplace intimidating, hostile, or downright offensive.

Federal and State Laws Protect Employees

State and federal regulations protect New Jersey workers. Title VII of the Civil Rights Act of 1964 protects workers against sexual harassment, though this law only applies to companies with at least 15 employees. The New Jersey Law Against Discrimination applies more broadly. It provides additional state-level protection to workers.

In addition, the Equal Employment Opportunity Commission (EEOC) has regulations that give all workers the right to report sexual harassment. It also protects against retribution. Retaliation for reporting sexual harassment is strictly prohibited. Have you filed a sexual harassment claim or reported the act to your employer? Do you fear attempted retaliation? Jordan Rickards can help. As an experienced sexual harassment attorney, he knows what it takes to protect your rights.

Employers Have a Duty to Prevent and Stop Sexual Misconduct

New Jersey workers should not be subject to sexual harassment. Employers have an affirmative duty to take action to ensure that the work environment is free of unlawful harassment. Ignorance is not an excuse. Employers cannot simply hide from the issue. Federal law requires employers to:

  • Take reasonable care to prevent sexual harassment from occurring in the first place; and
  • Take quick action to investigate and stop sexual harassment once an employee reports the act.

It is not enough for a company to include an anti-sexual harassment policy in their handbook. They must take additional action. They must work with their staff to ensure that their workplace is safe for all employees. In the event that on-the-job sexual harassment does occur, employers are often legally liable. This is true even if the harasser was not a supervisor, but merely a low-level employee.

We Pursue Justice for Victims of Sexual Harassment

No one should have to deal with sexual harassment on the job. If you were a victim of workplace harassment in New Jersey, our legal team is ready to step up. We will protect your rights. When we take on your case, our legal team commits to taking whatever action is necessary to get you the best possible results. First and foremost, we will make sure that the sexual harassment stops. Your working conditions should be free from unwelcome sexual advances and sexual harassment. From there, we will help you explore all of your available remedies. You may deserve:

  • Compensation for any economic damage you have suffered;
  • Financial relief for emotional distress; and
  • Injunctive relief, potentially including reinstatement at a previous position.

Contact Our New Jersey Workplace Sexual Harassment Attorney Today

Our New Jersey workplace sexual harassment lawyer has the skills and experience to defend your legal rights and your career. No one should have to endure harassment while on the job. Jordan B. Rickards is a former New Jersey prosecutor who is ready to handle your case with the tenacity that it deserves. No matter your specific situation, Mr. Rickards will get you the best possible results.

To schedule your fully confidential initial legal consultation, please do not hesitate to contact our law firm today. With an office in Milltown, we serve communities throughout the Central New Jersey, including New Brunswick, East Brunswick, Woodbridge Township, Edison, Somerville, Montgomery, Princeton, and Long Branch.