Philadelphia Sexual Harassment Lawyers

Q: What Are the Types of Sexual Harassment in the Workplace?

Quid Pro Quo Harassment: What is quid pro quo harassment? This occurs when a supervisor or authority figure demands sexual favors in exchange for job benefits such as promotions, raises, or continued employment. Any tangible employment action tied to such a demand can support a legal claim.nnHostile Work Environment Harassment: What qualifies as a hostile work environment? It occurs when sexual or gender-based behavior—comments, jokes, gestures, emails, or unwanted physical contact—creates an intimidating, offensive, or hostile workplace. The behavior does not have to be explicitly sexual; gender-based slurs or demeaning remarks can also qualify.

Q: How Can I File a Philadelphia Sexual Harassment Claim?

EEOC – Federal Claims: Employees at private companies, government agencies, and labor organizations with 15 or more employees can file claims for sexual harassment, recognized as sex discrimination under Title VII of the Civil Rights Act. Claims must generally be filed within 300 days of the last harassment incident.nnPHRC – Pennsylvania State Claims: Yes, the PHRA allows employees of employers with four or more employees to file a claim. The PHRC investigates, holds hearings, and may order remedies such as reinstatement, back pay, or policy changes. Complaints must generally be filed within 180 days.nnPhiladelphia Fair Practices Ordinance – Local Claims: The ordinance applies to most employers in the city and prohibits sexual harassment and retaliation. Filing deadlines vary, but local claims may be pursued alongside state or federal claims.nnDual Filing and Lawsuit Rights: In many cases, claims filed with one agency automatically preserve your rights under another. If the agency does not resolve the matter or completes its investigation, you may receive a right-to-sue notice to file a lawsuit.

Q: What Evidence Do I Need to Prove Sexual Harassment?

Records: Notes of incidents with dates, times, locations, and descriptions.nnCommunication: Emails, texts, or online messages documenting harassment.nnWitness Accounts: Statements from coworkers or others who observed or knew about the conduct.nnDocumentation: Complaints made to HR or management.nnPolicies: Employer harassment policies and evidence that they were not followed.nnPersonnel Records: Changes in evaluations or job status after complaints.nnHealth Records: Medical or psychological records showing emotional or physical harm.

Q: What Compensation Can I Recover for Sexual Harassment in Philadelphia?

Back Pay: Lost wages, bonuses, and benefits.nnFront Pay or Reinstatement: If you were terminated or forced to leave.nnCompensatory Damages: Emotional distress, humiliation, and pain and suffering.nnPunitive Damages: For especially egregious employer conduct.nnAttorney’s Fees and Court CostsnnInjunctive Relief: Policy changes, training, or reinstatement to prevent further harassment.

Q: How Can a Philadelphia Sexual Harassment Lawyer Help Me?

Evaluate your claim and determine applicable laws.nnFile administrative complaints with the EEOC or PHRC before deadlines.nnGather evidence and interview witnesses.nnCommunicate with your employer or their legal counsel.nnNegotiate settlements or represent you at trial.

Sexual harassment occurs when an employee experiences unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a sexual nature that affects the terms and conditions of employment. This may include being pressured to tolerate inappropriate behavior to keep a job, receive a raise, or obtain a promotion, or being forced to endure a hostile work environment.

Both federal and Pennsylvania laws prohibit sexual harassment in the workplace. Title VII of the Civil Rights Act of 1964 protects employees at the federal level, while the Pennsylvania Human Relations Act (PHRA) and the Philadelphia Fair Practices Ordinance provide state and local protections. These laws also make it illegal to retaliate against employees who report harassment or participate in an investigation.

What Are the Types of Sexual Harassment in the Workplace?

Sexual harassment typically falls into two categories:

Quid Pro Quo Harassment: What is quid pro quo harassment? This occurs when a supervisor or authority figure demands sexual favors in exchange for job benefits such as promotions, raises, or continued employment. Any tangible employment action tied to such a demand can support a legal claim.
Hostile Work Environment Harassment: What qualifies as a hostile work environment? It occurs when sexual or gender-based behavior—comments, jokes, gestures, emails, or unwanted physical contact—creates an intimidating, offensive, or hostile workplace. The behavior does not have to be explicitly sexual; gender-based slurs or demeaning remarks can also qualify.

Can harassment happen online or in remote work? Yes. Sexual harassment can occur in person or digitally (emails, texts, social media), and employers can be liable if they knew—or should have known—about it and failed to act.

How Can I File a Philadelphia Sexual Harassment Claim?

Sexual harassment claims hold employers accountable under federal, state, or local law.

EEOC – Federal Claims: Employees at private companies, government agencies, and labor organizations with 15 or more employees can file claims for sexual harassment, recognized as sex discrimination under Title VII of the Civil Rights Act. Claims must generally be filed within 300 days of the last harassment incident.
PHRC – Pennsylvania State Claims: Yes, the PHRA allows employees of employers with four or more employees to file a claim. The PHRC investigates, holds hearings, and may order remedies such as reinstatement, back pay, or policy changes. Complaints must generally be filed within 180 days.
Philadelphia Fair Practices Ordinance – Local Claims: The ordinance applies to most employers in the city and prohibits sexual harassment and retaliation. Filing deadlines vary, but local claims may be pursued alongside state or federal claims.
Dual Filing and Lawsuit Rights: In many cases, claims filed with one agency automatically preserve your rights under another. If the agency does not resolve the matter or completes its investigation, you may receive a right-to-sue notice to file a lawsuit.

What Evidence Do I Need to Prove Sexual Harassment?

To build a strong claim, you may need:

Records: Notes of incidents with dates, times, locations, and descriptions.
Communication: Emails, texts, or online messages documenting harassment.
Witness Accounts: Statements from coworkers or others who observed or knew about the conduct.
Documentation: Complaints made to HR or management.
Policies: Employer harassment policies and evidence that they were not followed.
Personnel Records: Changes in evaluations or job status after complaints.
Health Records: Medical or psychological records showing emotional or physical harm.

An experienced Philadelphia sexual harassment lawyer can help collect and preserve evidence while ensuring compliance with procedural requirements.

What Compensation Can I Recover for Sexual Harassment in Philadelphia?

Successful claims may include:

Back Pay: Lost wages, bonuses, and benefits.
Front Pay or Reinstatement: If you were terminated or forced to leave.
Compensatory Damages: Emotional distress, humiliation, and pain and suffering.
Punitive Damages: For especially egregious employer conduct.
Attorney’s Fees and Court Costs
Injunctive Relief: Policy changes, training, or reinstatement to prevent further harassment.

What Should I Do if I Experience Sexual Harassment in a Philadelphia Workplace?

You should do the following:

Document every incident in detail, including dates, times, and witnesses.
Follow internal reporting procedures.
Avoid retaliation and report any adverse actions.
Preserve all evidence, including communications and records.
Consult a Philadelphia sexual harassment lawyer immediately to protect your rights.

How Can a Philadelphia Sexual Harassment Lawyer Help Me?

A skilled lawyer can:

Evaluate your claim and determine applicable laws.
File administrative complaints with the EEOC or PHRC before deadlines.
Gather evidence and interview witnesses.
Communicate with your employer or their legal counsel.
Negotiate settlements or represent you at trial.

Experienced attorneys know federal, state, and local employment laws and can advocate to protect your rights and pursue justice and compensation.

About Sidkoff, Pincus & Green: Philadelphia Trial and Business Lawyers

Founded in 1958, Sidkoff, Pincus & Green is one of Philadelphia’s oldest law firms. Our longevity reflects the quality, dedication, and results delivered by our lawyers over decades of practice.

What sets us apart is not just our experience but our personalized approach. As a smaller firm, we take the time to truly understand each client’s needs and build strong working relationships. You are not just another case – you are a valued client entitled to individualized attention and tailored solutions.

Our attorneys are not your average Philadelphia business lawyers. Inspired by the heroic lawyers of literature and history, we believe every client deserves single-minded dedication from their attorney. Unlike large, impersonal firms, we intentionally maintain a small, tight-knit practice to deliver a client-centered approach where every matter receives the attention it deserves.

Choose Our Philadelphia Sexual Harassment Lawyers at Sidkoff, Pincus & Green, P.C.

Why hire Sidkoff, Pincus & Green? Reporting sexual harassment takes courage, but you do not have to face it alone. Our compassionate Philadelphia sexual harassment lawyers have decades of experience helping employees assert their civil rights and pursue justice. Call 215-574-0600 or contact us online to schedule a consultation. We are located in Philadelphia and serve clients across Pennsylvania and New Jersey.