Sexual harassment is defined under New York law as unwelcome conduct that is of a sexual nature, which includes both verbal and physical actions. Employers are most commonly involved in the following types 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, employers in New York are often required to establish company policies regarding sexual conduct, which must be posted and visible to employees. The policies should at least include: contact information for the reporting of sexual harassment incidents, an outline of procedures to be followed in filing a claim, and the remedies available when a claim successfully proven.
The laws of the state of New York and federal law have both created agencies with the authority to investigate sexual harassment claims. These agencies conduct investigations at a given New York work site in order to verify if a complaint that they have received is true or not. Furthermore, under these laws, employers may not fire or retaliate against any employee who has alleged sexual harassment in a claim.
How can a New York attorney help?
Investigating and showing a sexual harassment claim might be difficult without consulting someone with expertise in the relevant laws. Federal investigators are often very overworked. Because of this, working with a New York attorney might be the best way to make sure that your claim is processed in a timely manner.