Sexual harassment in the workplace can include unwanted advances, inappropriate comments, or retaliation after reporting misconduct. Pregnancy-related mistreatment may also violate federal law. If your employer has allowed this behavior or failed to act, you have legal rights. At Solomon Law Firm, PLLC, we represent private sector employees in sexual harassment, sex discrimination, and pregnancy discrimination claims, helping you understand your options and take action through the Equal Employment Opportunity Commission (EEOC) or litigation when appropriate.
Why Choose Solomon Law Firm?
When workplace harassment affects your job and financial stability, the attorney you choose matters. We provide focused representation tailored to workplace harassment and discrimination claims.
- Nationally recognized attorneys, including honors from Super Lawyers, Best Lawyers in America, and U.S. News Best Law Firms
- Proven results in complex discrimination and harassment cases, including significant settlements and verdicts
- Focused representation for private sector employees under federal and state employment laws
- Direct access to your legal team with consistent communication
- Strategic guidance through EEOC filings, investigations, and litigation
We focus on building a well-supported claim that reflects what happened and what it has cost you.
What Qualifies as Sexual Harassment Under Federal Law?
Sexual harassment is a form of sex discrimination prohibited under Title VII of the Civil Rights Act of 1964. It generally falls into two categories.
Quid pro quo harassment occurs when a supervisor ties job benefits or continued employment to accepting unwanted conduct. Even a single incident may support a claim.
Hostile work environment harassment involves conduct that is severe or pervasive enough to affect your working conditions. This may include:
- Unwanted physical contact
- Sexual comments, jokes, or messages
- Display of explicit materials
- Repeated advances after being told to stop
Harassment can involve supervisors, coworkers, or third parties. The law protects employees regardless of gender, sexual orientation, or gender identity.
Is Pregnancy Discrimination Covered?
Yes. The Pregnancy Discrimination Act of 1978 prohibits employers from treating employees unfavorably because of pregnancy, childbirth, or related medical conditions. This includes decisions about hiring, promotions, job assignments, and termination. These claims are evaluated under the same federal protections that apply to other forms of sex discrimination.
Examples may include being denied a raise after disclosing a pregnancy, reassignment to less favorable duties, or pressure to take leave. We represent employees facing pregnancy discrimination on its own or alongside sexual harassment claims.
What Are the Deadlines for Filing a Claim?
Filing deadlines are strict. In most cases, you must file a charge with the EEOC within 180 days of the conduct, or within 300 days if state or local laws also apply. Missing this deadline can prevent you from pursuing a claim.
Acting early allows you to preserve evidence, document what happened, and evaluate your options before taking formal steps.
What Should You Do if You Are Being Harassed?
The steps you take early can directly affect your claim..
- Keep detailed records of incidents, including dates, locations, and witnesses
- Save emails, messages, and other communications
- Review your employer’s internal reporting procedures
- Consider speaking with an attorney before making formal complaints
We can help you assess your situation, prepare an EEOC charge, and determine the most effective path forward.
Can You Be Retaliated Against for Reporting Harassment?
No. Federal law prohibits employers from taking adverse action against employees who report harassment or participate in an investigation.
Retaliation may include termination, demotion, reduced hours, or negative performance reviews after a complaint. If your employer responds this way, you may have a separate legal claim in addition to your harassment case.
What Compensation Is Available?
A successful sexual harassment claim may include compensation for both financial and personal harm. Depending on your case, this may include:
- Back pay and lost wages
- Front pay if returning to your role is not feasible
- Compensation for emotional distress
- Punitive damages in cases involving intentional misconduct
- Attorneys’ fees and costs
We assess the full impact of what you experienced and pursue compensation aligned with those losses.
Talk With a Sexual Harassment Attorney Today
Workplace harassment can disrupt your income, career, and daily work environment. You do not have to handle it on your own. At Solomon Law Firm, PLLC, we represent private sector employees seeking clear guidance and a structured approach to resolving these claims. Contact us to discuss your situation and learn what steps make sense for you.
Frequently Asked Questions
Can I still bring a claim if there were no witnesses?
Yes. Written communications, patterns of conduct, and your own documentation can support a claim even without direct witnesses.
What if the harasser was not my supervisor?
Employers may still be responsible if they knew or should have known about the conduct and failed to take action.
Does an arbitration agreement prevent me from going to court?
Not necessarily. Federal law allows employees to pursue sexual harassment claims in court even if they previously signed an arbitration agreement. Whether this applies depends on the facts of your case.
Do I have to quit my job to file a claim?
No. Many employees pursue claims while still employed, depending on their situation.