New Jersey Sexual Harassment Law Attorneys | NJ Employment Lawyers Elizabeth, NJ

New Jersey Sexual Harassment Lawyers

New Jersey Sexual Harassment Attorney - NJ Sexual Harassment Lawyer - Sexual Harassment Lawyer in NJ

New Jersey employment law prohibits sexual harassment at work or in the workplace. Our NJ Sexual Harassment lawyers have years of experience representing individuals who have suffered sexual harassment in the workplace.

The two forms of sexual harassment protected are hostile work environment and quid pro quo harassment:

Hostile Work Environment

Sexual harassment pursuant to New Jersey law involves severe or pervasive use of offensive and unwelcome comments, images, or touching that a "reasonable person" would find to be offensive and objectionable. Not all sexual innuendos, jokes or acts will rise to the level of legally prohibited sexual harassment. However, a significant number of inappropriate comments or acts may give rise to a violation of the sexual harassment laws. Where the hostile work environment is created by a co-worker, as opposed to a manager or supervisor, and where no other adverse employment action has occurred (such as termination, demotion or reduction on pay), the employee may be required to follow the policies created by the employer regarding the reporting of sexual harassment. Typically these procedures require the victim to inform a certain manager or Human Resources. The employer would then be required to conduct an investigation and remedy the hostile work environment. If the sexual harassment is created by your manager or supervisor, the employer is liable for the harassment and you may not be required to complain pursuant to the employer's policies.

Quid pro quo Harassment

This form of sexual harassment typically involves a demand or request for sexual favors in exchange for a certain employment benefit (a promotion, increased pay, or bonus) or in order to keep your position. A victim of quid pro quo harassment may suffer adverse employment actions by the harasser including a denial in promotion, demotion, termination or loss of benefits due to the victim rejecting the harasser's sexual advances.

If you believe you are a victim of sexual harassment, please contact us today for a free consultation regarding your rights. (973) 920-7888.

Relevant Information Regarding NJ Sexual Harassment Law

NJ Sexual Harassment Victims Are Not Required to File a Complaint with the EEOC or Division of Civil Rights

Sexual Harassment attorneys who are not admitted in NJ or familiar with NJ Sexual Harassment law may instruct you to file with the EEOC or Division of Civil Rights. You are not required by NJ sexual harassment law to file with either of these agencies. Instead, you can contact a New Jersey Sexual Harassment Lawyer and proceed with your lawsuit without experience the delay caused by filing with the EEOC or Division of Civil Rights. If you believe that you have a sexual harassment case in New Jersey, please contact our NJ Sexual Harassment lawyers for a free confidential consultation.

Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4

The law prohibits sexual harassment in two forms, quid pro quo and hostile work environment:

Quid pro quo Harassment

This form of sexual harassment usually involves a request for sexual favors in exchange for continued employment, a promotion, increased pay, or other employment benefit. The victim of this form of harassment may suffer adverse actions including failure to promote, reduction in pay or benefits, demotion or termination as a result of refusing to agree to the sexual advances of the supervisor or co-worker.

Hostile Work Environment

Sexual harassment involves severe or pervasive use of unwelcome and offensive language, sexual images, or physical touching that a reasonable person would find to be objectionable. Not every sexual innuendo, joke or act will rise to the level of legally prohibited sexual harassment. However, a substantial number of inappropriate comments or offensive acts can give rise to a sexual harassment claim. Where the hostile environment is being created by co-workers, as opposed to supervisors or managers, and where no other adverse action has occurred (such as reduction on pay, demotion or termination), the employee may be required to follow the employer's policies by reporting the harassment to the designated manager or Human Resources representative and allowing the employer a reasonable opportunity to investigate the matter and remedy the situation.