Sexual harassment is defined by New York law as unwelcome conduct that is of a sexual nature, which includes both verbal and physical actions. Employers are most often involved in the following forms of sexual harassment acts: demanding sexual favors in exchange for promotions, creating a sexually offensive work environment, and making sexual advances.
How does New York Law Prohibit Sexual Harassment?
First, Central Islip employers may be required to implement company policies concerning sexual conduct and post them for employees to see. The policies should at least include: contact information for the reporting of sexual harassment incidents, an outline of policies to be followed in filing a claim, and the remedies available when a claim successfully proven.
Furthermore, federal and New York laws create specific agencies which are responsible for handling sexual harassment cases. The agencies are given authority to investigate workplaces in Central Islip to determine if the incidents alleged in the complaints they receive are true. Also, these laws prohibit employers from firing an employee for alleging sexual harassment or taking any action in retaliation to a claim.
How can a New York attorney help?
It can be difficult to both investigate and prove a sexual harassment claim without having any expertise in the applicable areas of law. The federal agencies that handle initial claims of sexual harassment are frequently understaffed and overworked. Thus, hiring an attorney in Central Islip can be the safest way to file your claim within the deadlines for sexual harassment claims that New York has defined.
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