Workplace & Sexual Harassment Lawyer
We Provide Aggressive Representation for Victims of Workplace Harassment
Let’s face it. There is no excuse for harassment of any kind in the workplace. Employees should feel safe and empowered to do their jobs without harm or disruption. Unfortunately, some employers or coworkers do not understand or respect boundaries. As a result, they prey on victims who often feel violated, powerless, and alone.
You don’t have to be a victim of harassment. You have attorneys in your corner who can advocate on your behalf and bring those responsible to justice.
Dhillon Law Group has built a reputation as a law firm that holds perpetrators accountable for their actions regardless of their reason. Our mission is to protect employees from workplace harassment, including sexual, racial, age, gender, religious, political, or nationality. Contact us today and put an end to harassment and discrimination at your job.
Fill out our online form or call Dhillon Law Group for an initial case review from an experienced employment lawyer.
Sexual Harassment (Employees)
Sexual Harassment (Employers)
How Do I Know if I’m a Victim of Workplace Harassment?
For many people, the lines are blurred in their understanding of sexual or workplace harassment. However, the U.S. Equal Employment Opportunity Commission (EEOC) clearly defines harassment.
Harassment is unsolicited workplace conduct motivated by age, national origin, sex, gender, sexual orientation, religion, color, or race.
A coworker or employer violates harassment laws when:
- You have to put up with their offensive conduct to keep your job.
- Their conduct creates an intimidating, abusive, or hostile work environment.
- The coworker or employer retaliates against you for filing a discrimination or harassment charge.
Remember, not every annoyance, petty joke, or minor isolated incident is illegal or grounds for filing a harassment charge. The coworker’s conduct must create an intimidating, hostile, or offensive work environment to be unlawful. When you contact our law firm, an employment attorney can listen to your story and help determine if you have grounds to file a claim.
Harassment and Discrimination Cases We Take On
Dhillon Law Group handles each case with the confidentiality and personal attention it deserves. We realize that harassment of all forms is a sensitive matter. As such, we fight hard to win your case while keeping your honor and dignity intact. Our goal is the same as yours: to hold your perpetrators accountable and get you the compensation you deserve for your losses.
We take on a wide range of workplace harassment cases, including:
- Sexual harassment
- Age and disability discrimination
- Retaliation for reporting harassment
- Offensive objects or pictures
- Cyberbullying and online harassment
- Offensive slurs or jokes
- Racial harassment
- Gender/sexual orientation
- Quid pro quo harassment
- Ridicule or mockery
- Threat or intimidation
- Physical assault
Have you experienced any of these offenses at work? Is another employee’s behavior creating a disruptive, hostile, or intimidating work environment? If so, you may be entitled to file a harassment claim. Remember, the EEOC gives you 180 days to file a harassment claim (45 days for government employees). So, don’t delay. Contact Dhillon Law Group to get started with your case.
How to Get Started With Your Workplace Harassment Case
Once you decide to move forward with filing a claim, you’ll need to follow the proper steps. It’s important to make smart, well-informed decisions. Document all instances, keep copies of paperwork, and save all correspondence. Below are some steps to get started with your harassment case:
| Document each Instance of the harassment | Keep a detailed record of incidents, including dates, times, locations, and witnesses. Save any evidence, like emails, texts, or photos. |
| Consult a harassment attorney | We recommend consulting an attorney before reporting the incident to your employer. Our attorneys can help you determine if you have a case and advise you on how to report the incident to your employer. |
| Report to your employer | Follow your company’s sexual harassment reporting procedure. Notify HR or your supervisor in writing. Keep copies of all communications. |
| Submit your claim to the EEOC | Submit a complaint to the EEOC or your state’s fair employment agency within 180 days of the incident. |
| Obtain a right-to-sue letter | After your attorney and the EEOC investigate your claim, they’ll issue a right-to-sue letter. The letter permits you to file a lawsuit in court. |
Why Do I Need a Lawyer for My Harassment Case?
The biggest advantage of obtaining legal representation is avoiding mistakes that could derail your harassment claim. A lawyer can also safeguard you against your employer and the complexities of the legal system. Dhillon Law Group can help your case in the following ways:
Prevent Further Harassment
Once you file a claim against an employer or coworker, they may retaliate by further harassing you. They may act this way to intimidate you or get you to retract your claim. Once we file your claim with your employer or any agency, we take measures to ensure that the harassment stops. We protect your rights in the workplace.
Prepare Your Report
Our legal team can help you prepare the details of your report so that it’s accurate. We can help you gather and submit documents and evidence to establish your claim. Our team can help you avoid common mistakes that could derail your case.
Fight for Fair Compensation
Workplace harassment can take a physical, emotional, and financial toll, especially if your employer retaliates by firing you. We can assess your case to determine what compensation you may be entitled to receive. You may be eligible for punitive damages, job reinstatement, reasonable workplace accommodations, legal fees, and monetary compensation.
Advocate on Your Behalf
You shouldn’t have to deal with the stress of going up against your employer on your own. Our law firm communicates with all parties, including your employer, coworkers, witnesses, and the court on your behalf. We advocate for you to relieve the burden of dealing with your harassers.
John-Paul S. Deol
John-Paul S. Deol is a partner and the head of the Firm’s nationwide Employment Law Practice Group. He handles high-profile, high-stakes matters for some of the world’s best-known C-level executives, directors, EVPs, VPs, investment and law firm partners, founders, entrepreneurs, healthcare professionals, and other prominent leaders in their respective fields. His clients have been employed by many of the largest and most notable public and private companies in the technology, finance, private equity, venture capital, life sciences, legal, and healthcare sectors, among others. He has significant experience dealing with highly sensitive, high-pressure employment situations, including disputes that have garnered or could garner media attention in the future. His cases routinely involve issues relating to discrimination, retaliation, harassment, trade secrets, employee mobility, and compensation/ownership disputes. John-Paul also provides advice, counseling, and agreement drafting services to both employees and employers.
Contact Us for an Initial Case Review
Dhillon Law Group is an elite law firm that handles tough employment cases, including workplace and sexual harassment. We have law firms in California, New York, New Jersey, Florida, and Virginia. If you are a victim of unfair or unethical employment practices, we invite you to contact us today and tell us more about your case.
Fill out our online form or call Dhillon Law Group for an initial case review from an experienced employment lawyer.
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Frequently Asked Questions About Workplace Harassment
Who can be a harasser?
Harassers can be supervisors, coworkers, or non-employees like clients. Anyone in the workplace can potentially harass others. The harasser’s position doesn’t matter. Their actions determine whether harassment has occurred.
Can my employer fire me for reporting harassment?
No, employers cannot legally fire you for reporting harassment. This action is considered workplace retaliation. Retaliation is prohibited by law. You have the right to report harassment without fear of punishment.
What is a hostile work environment?
A hostile work environment occurs when harassment is severe or pervasive. It interferes with an employee’s work performance. The behavior creates an intimidating or offensive atmosphere. It affects the employee’s well-being.
What are examples of sexual harassment?
Sexual harassment includes unwanted advances, requests for sexual favors, and inappropriate touching. It can involve sexual comments, jokes, or displaying offensive materials. Quid pro quo harassment occurs when job benefits are tied to sexual favors.
How can employers prevent workplace harassment?
Employers should implement clear anti-harassment policies. They must provide regular training for all employees. Create a reporting system for complaints. Investigate all reports promptly. Take appropriate disciplinary action against harassers.
What evidence do I need to prove harassment?
Document all incidents with dates, times, and details. Save any offensive emails, texts, or messages. Identify witnesses who observed the harassment. Keep records of your reports to HR or management.
Can harassment occur outside the workplace?
Yes, harassment can happen outside work if it’s work-related. This includes company events, business trips, or online interactions. Harassment by coworkers on social media can also be considered workplace harassment.
What are the legal consequences of workplace harassment?
Employers can face lawsuits and financial penalties for allowing harassment. Victims may receive compensation for lost wages and emotional distress. Harassers can face termination and personal liability. Companies may suffer reputational damage.