The #MeToo movement brought long-overdue attention to the widespread problem of sexual harassment, assault, and retaliation in workplaces across the country. While the public conversation may have started on social media, the movement has had a lasting impact in the courtroom as well. Employees now feel more empowered to come forward, demand accountability, and pursue justice. At Solomon Law Firm, PLLC, we will help you take that step and protect your rights under federal law.
What #MeToo Litigation Means
#MeToo litigation encompasses lawsuits and legal claims that arise from harassment, assault, and retaliation in the workplace—issues that gained increased public awareness through the #MeToo movement. These cases are not limited to one industry or job level. From entry-level employees to high-ranking executives, anyone can be a victim of workplace misconduct.
Under federal law, including Title VII of the Civil Rights Act of 1964, it is unlawful for an employer to allow or ignore sexual harassment or discrimination based on sex. This includes both direct misconduct and failure to address complaints promptly and effectively.
Types of Misconduct We Handle
At Solomon Law Firm, PLLC, our sexual harassment lawyers represent employees in a variety of #MeToo-related claims, including:
- Sexual harassment – Unwelcome comments, jokes, gestures, or conduct of a sexual nature that creates a hostile work environment.
- Sexual assault – Any unwanted physical contact or sexual violence in the workplace or at work-related events.
- Retaliation – Demotion, termination, or harassment after you report misconduct or participate in an investigation.
- Quid pro quo harassment – Requests or demands for sexual favors in exchange for promotions, job security, or other workplace benefits.
- Failure to act – When an employer does not investigate or address credible reports of harassment or assault.
These situations can damage your mental health, career, and personal life. Pursuing a workplace harassment claim can help you seek justice and protect others from similar treatment.
How Federal Law Protects You
Title VII applies to workplaces with 15 or more employees and protects both men and women in both the private and public sectors from harassment, discrimination, and retaliation by supervisors, co-workers, and, in some cases, clients or customers.
The process and deadlines can differ. Federal employees must contact an Equal Employment Opportunity (EEO) counselor within 45 days of the incident, while most private sector employees begin by filing a charge with the Equal Employment Opportunity Commission (EEOC) within 180 or 300 days.
Your employer has a legal duty to:
- Investigate reports of harassment or assault promptly
- Take steps to stop the misconduct
- Protect employees from retaliation for reporting or participating in an investigation
When an employer fails to meet these obligations, they may be held legally responsible.
Taking the Step to File a Claim
Coming forward is not easy, especially when you fear retaliation or worry about your reputation. We understand these concerns. At Solomon Law Firm, PLLC, we will guide you through the process, including:
- Listening to your story – We will give you the time and space to explain what happened in your own words.
- Explaining your rights – We’ll walk you through the legal protections available to you under federal law.
- Gathering evidence – This can include emails, text messages, witness statements, and personnel records.
- Filing your claim – Most private sector employees file with the EEOC before going to court. Federal employees start with an EEO counselor.
- Representing you in negotiations or trial – Whether your case resolves through settlement or litigation, we will be your advocate.
Why Choose Solomon Law Firm
We have a long history of representing employees in high-stakes workplace disputes. Our approach is personal and strategic, ensuring you feel supported while we work to secure the best possible outcome. We understand the courage it takes to take legal action, and we match that courage with our dedication and resources.
Frequently Asked Questions About #MeToo Litigation
What kinds of damages can I recover in a #MeToo lawsuit?
Possible damages may include lost wages, lost future earnings, emotional distress, and, in some cases, punitive damages. Attorney’s fees may also be recoverable under federal law.
Do I have to report harassment to my employer before taking legal action?
In many cases, yes. The law often expects employees to use their employer’s reporting process first, unless it’s unsafe to do so. This step can strengthen your legal position later.
Is there a time limit to file a claim?
Most private sector employees must file a charge with the EEOC within 180 days, or 300 days if a state or local agency is involved. Federal employees and certain public workers often have shorter deadlines.
Does it matter if I work in the public or private sector?
Yes. Federal employees start by contacting an EEO counselor, often within 45 days, while most private sector employees begin with the EEOC. Public sector employees may also face additional steps when their employer is a government entity.
Can I file a claim if the harassment happened at a work event outside the office?
Yes. Harassment or assault that occurs at a work-related function, conference, or off-site meeting can still be considered workplace misconduct under federal law.
You Have a Voice — We Can Help You Use It
The #MeToo movement proved that speaking out can create change. If you have experienced sexual harassment, assault, or retaliation at work, now is the time to take action.
Contact Solomon Law Firm, PLLC, today for a confidential consultation. We will help you understand your options, protect your rights, and fight for justice.