Experiencing harassment or retaliation at work can force you to weigh how to protect your job while asserting your legal rights. Private-sector employees have enforceable protections under federal and state law, but acting on those rights requires a clear plan. At Solomon Law Firm, PLLC, we represent private-sector employees in #MeToo litigation, including claims involving quid pro quo harassment, hostile work environment, sexual assault, and retaliation. We handle cases from EEOC proceedings through litigation and help you move forward with a strategy that supports both your legal position and your professional future.
Why Work With Solomon Law Firm
The firm you choose will shape how your case develops. We build your case from the outset with attention to evidence, timing, and positioning, so you are prepared for both agency review and litigation.
- Focused employment litigation practice representing employees
- Experience handling cases from EEOC filings through court
- A record of significant settlements and verdicts
- Recognition by national legal organizations and media outlets
- Direct attorney involvement and consistent communication
What Is #MeToo Litigation for Private-Sector Employees?
#MeToo litigation refers to civil claims involving workplace sexual harassment, assault, or related retaliation. In the private sector, these claims are typically brought under Title VII of the Civil Rights Act of 1964 and, in many cases, parallel state or local laws.
Two primary forms of harassment are recognized:
- Quid pro quo harassment: Employment decisions tied to unwanted sexual conduct
- Hostile work environment: Conduct that is severe or pervasive enough to create an abusive workplace
Both forms are prohibited and can support a legal claim when the facts meet the legal standard.
What Laws Protect You From Workplace Harassment?
Title VII prohibits sex-based discrimination, including sexual harassment and retaliation, in workplaces with 15 or more employees. State and local laws may expand these protections by covering smaller employers or allowing additional remedies.
The legal framework affects where you file, how long you have to act, and what compensation may be available. We evaluate your situation and identify the strongest path forward.
What Should You Do if You Experience Harassment or Retaliation?
Your early response can affect both your job and your legal options.
- Document incidents, including dates and communications
- Review your employer’s reporting procedures
- Consider internal reporting based on your circumstances
- Avoid signing documents without legal review
- Speak with an attorney before the situation escalates
We help you assess timing and strategy, so your next step aligns with your goals.
How Does a #MeToo Claim Move Forward?
Most claims begin with an administrative filing and may proceed to litigation.
EEOC Charge Filing
You must generally file a charge within 180 days of the conduct, or within 300 days if state or local law applies. Missing this deadline can prevent a federal claim.
Agency Review
The EEOC may investigate, request documents, or offer mediation.
Right-to-Sue Notice
If the matter is not resolved, you may receive a notice allowing you to file a lawsuit.
Litigation and Resolution
Cases may resolve through settlement or proceed through court.
We prepare your case with the expectation that it may move forward, which strengthens your position at every stage.
What Happens if Your Employer Retaliates?
Retaliation is a separate violation of the law. If your employer takes action against you after you report misconduct or participate in an investigation, that conduct may support an additional claim.
Retaliation can include termination, demotion, reduced hours, or changes that negatively affect your role. In many cases, retaliation becomes a central issue, especially when the employer’s response escalates after a report.
What Compensation Is Available in a #MeToo Case?
Compensation depends on the facts and applicable law. Claims may include:
- Back pay and lost benefits
- Compensation for emotional distress
- Reinstatement or front pay
- Punitive damages in certain cases
- Attorneys’ fees and costs
State law may allow additional recovery depending on your jurisdiction.
How We Help You Build a Strong Case
These cases often depend on documentation and timing. A well-prepared claim improves both negotiation and litigation outcomes.
We focus on:
- Preserving key evidence early
- Identifying patterns of workplace conduct
- Managing agency and legal communications
- Preparing you for interviews and testimony
- Aligning legal strategy with your professional goals
Take the Next Step With a Clear Plan
Workplace harassment and retaliation can affect your income, your role, and your future opportunities. Taking action requires a strategy that accounts for both legal and professional considerations.
At Solomon Law Firm, PLLC, we work with private-sector employees to evaluate claims and develop a clear plan to move forward. Contact us to discuss your situation and understand your options.
Frequently Asked Questions
Can I bring a claim as an independent contractor?
Possibly. While Title VII applies to employees, other legal options may apply depending on your working relationship.
Do I have to report harassment internally first?
Not always. The right approach depends on your situation and potential risks.
What if the conduct happened outside the workplace?
Work-related events or communications outside the office may still be covered.
Can an employer be liable for a coworker’s conduct?
Yes, if the employer knew or should have known and failed to take appropriate action.