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 frequently 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, Smithtown employers can be required to implement company policies that specifically address sexual harassment in the workplace. These must be posted in a visible area such as a break room. Such policies should include items such as contact information for reporting harassment incidents, procedures for filing claims, and any corrective or preventative measures should a claim be proven.
The laws of the state of New York and federal law have both appointed agencies with the authority to investigate sexual harassment claims. These agencies conduct investigations at a given Smithtown work site in order to verify if a complaint that they have received is true or not. Additionally, 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 establish 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 often understaffed and overworked. Because of this, working with a Smithtown attorney might be the best way to make sure that your claim is processed in a timely manner.