You reported sexual harassment because it was the right thing to do. Now your work life has become a nightmare of bad performance reviews, schedule changes, and cold shoulders from management. If this sounds familiar, you’re experiencing retaliation – and federal and New York law are on your side. Here’s

Intersectional harassment occurs when you’re targeted at work based on two or more protected characteristics simultaneously – like being harassed specifically as a Black woman, an older LGBTQ+ employee, or a disabled immigrant. Unlike single-factor discrimination, these compound attacks target the unique intersection of your identities, creating a distinct form

If you’re wondering whether the #MeToo movement actually changed workplace harassment laws, the answer is a resounding yes. Since October 2017, when the movement gained global momentum, both federal and state legislatures have passed sweeping reforms that fundamentally altered how harassment claims are handled. These changes directly affect your rights

If you’re facing sexual harassment at work and considering a settlement, you’re about to encounter legal documents that could significantly impact your future. Non-disclosure agreements (NDAs) and settlement agreements have been standard practice in harassment cases for decades, but recent legal reforms have dramatically changed what’s allowed and what’s not.

If you’re facing sexual harassment from someone of the same gender at work, you have the same legal protections as anyone experiencing opposite-sex harassment. Federal law doesn’t distinguish between same-sex and opposite-sex harassment – what matters is that the conduct is unwelcome, sexual in nature, and severe or pervasive enough

Your employer’s “optional” approach to sexual harassment training? It’s probably illegal. Most employers in New York State are legally required to provide annual sexual harassment prevention training to all employees – and the requirements are more specific than you might think. If you’re working without proper training, your employer isn’t

You’re dealing with sexual harassment at work, but it’s not coming from a coworker or supervisor—it’s from customers, clients, vendors, or contractors. Maybe you’ve wondered if you have the same protections, or if your employer can just shrug and say “that’s not our problem.” Here’s what you need to know:

If you’re dealing with sexual harassment at work, one of the most important questions you need answered is this: Can I hold my employer legally responsible? The answer isn’t always straightforward, but understanding when companies are liable for workplace harassment can make the difference between a successful claim and one

If you’re experiencing sexual harassment at work, knowing how to report it properly can make the difference between getting justice and having your complaint dismissed. This guide walks you through exactly what to do, when to do it, and how to protect yourself throughout the process. You’ll learn the specific

If you’re experiencing unwanted sexual advances at work, knowing which type of harassment you’re facing directly impacts how you document it, report it, and protect your rights. This guide breaks down the two legally recognized forms of workplace sexual harassment – quid pro quo and hostile work environment – and