Sexual harassment

Long Island Sexual Harassment Lawyers

Ricotta & Marks, P.C. is a dedicated law firm representing clients in sexual harassment cases in Long Island. We understand the distress these situations can cause, and we are committed to providing compassionate and effective legal representation.

At Ricotta & Marks, P.C., we believe in straightforward communication and personalized service. We take the time to listen to your unique situation and answer your questions clearly and concisely. We guide you through every step of the legal process, empowering you to make informed decisions about your future.

Our firm has been advocating for workers’ rights in the Long Island area since 2013. We offer free in-person and virtual consultations and handle cases on a contingency fee basis.

Call (716) 301-2704 today for a free consultation with a Long Island sexual harassment lawyer. We can help you understand your options and seek justice.

HOW WE CAN HELP

“Good people work here.”
This firm cares and knows how to properly assess the merits of your case. I know because I'm an attorney. I had retainer agreement offers from 4 other firms and Ricotta was my 1st choice based on their belief in my case and fair terms.

Nima D.
“Their knowledge, commitment, and understanding of my situation has been exceptional.”
Due to a termination letter I received I needed clarification, consultation, and advice on how to move forward. Ricotta & Marks has definitely been the best place to be to help me through the law jargon. Thank you for having my best interests in mind.

John L.
“They helped settle my case very quickly, and I received a great settlement in the end.”
Mr Marks is an amazing lawyer. He is always kind and respectful and there for me whenever I need him. I want to thanks Mr Marks and the firm for everything. I highly recommend you guys. Thanks again for everything.

Kel K.
“When you need the best legal minds to fight for you and your career, do not trust anyone but Ricotta and Marks, P.C.”
Tom Ricotta’s sound advice, calm demeanor, and willingness to advocate for your rights was invaluable. I highly recommend Tom’s abilities and am grateful for his assistance.

J.T.

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What Is Sexual Harassment?

Sexual harassment is any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual naturethat:

Impacts an individual’s employment: This could involve someone being hired, fired, promoted, or demoted based on their response to unwelcome sexual conduct.
Interferes with an individual’s work performance: The harassment creates an intimidating, hostile, or offensive work environment, making it difficult for someone to do their job effectively.
Creates a hostile work environment: This means the harassment is severe or pervasive enough to create an abusive working environment for the victim.

Sexual harassment can take many forms, from overt actions like unwanted touching or propositions to more subtle behaviors like offensive jokes or leering. It’s crucial to remember that any unwelcome conduct of a sexual nature, regardless of the form it takes, can constitute sexual harassment.

Different Forms of Sexual Harassment

Sexual harassment encompasses various unwelcome behaviors that create and foster a hostile work environment.

Here are some common types:

Quid pro quo harassment occurs when a person in a position of power, such as a supervisor, demands sexual favors in exchange for job benefits or to avoid negative consequences.
Physical harassment includes any unwanted physical contact of a sexual nature. It can range from unwelcome touching, patting, or pinching to more severe forms like sexual assault.
Verbal harassment involves the use of language that is sexually suggestive, offensive, or degrading. It can include sexual comments, jokes, innuendos, or even whistling or catcalling.
Visual harassment encompasses the display of sexually explicit or suggestive materials. It can include posters, calendars, emails, or even gestures that are sexual in nature.
Hostile work environment harassment occurs when any of the above behaviors, or a combination thereof, create an intimidating, hostile, or offensive work environment. A single severe incident or pattern of repeated behavior can contribute to a hostile environment.

It’s important to recognize that any unwelcome conduct of a sexual nature, even if it seems minor, can contribute to a hostile work environment. If you’re experiencing any of these types of harassment, Ricotta & Marks, P.C. can help you understand your rights and pursue legal action.

Can Harassment Be a Form of Workplace Retaliation?

Absolutely. Harassment, including sexual harassment, can be used as a form of retaliation in the workplace.

This occurs when an employee suffers adverse action because they engaged in a protected activity, such as:

Reporting discrimination or harassment: If you report discriminatory behavior or harassment, your employer cannot legally retaliate against you with further harassment or other negative actions.
Participating in an investigation: Participating in an internal investigation or legal proceeding related to discrimination or harassment is a protected activity.
Requesting a reasonable accommodation: If you request reasonable accommodation for a disability or religious belief, your employer cannot retaliate against you for doing so.

Retaliation can take many forms, including demotion, disciplinary action, a hostile work environment, or even termination.

How Are You Protected from Sexual Harassment?

Both Federal law (Title VII of the Civil Rights Act) and New York State law explicitly prohibit sexual harassment in the workplace. New York State law goes even further, requiring employers to have a strong anti-sexual harassment policy in place.

These policies must clearly state that sexual harassment is unacceptable and will be met with disciplinary action. They must also include a readily available complaint form for employees to report any incidents. In addition, New York now mandates annual sexual harassment training for all employees.

If you believe you have been sexually harassed at work, these laws offer significant protection. Ricotta & Marks, P.C. can help you understand your rights and options under these laws. Contact us today for a free consultation to discuss your situation.

Who Can File a Sexual Harassment Claim?

While individuals directly targeted by quid pro quo harassment typically file claims, anyone affected by hostile workplace harassment can also take action. This means that even if you’re not the primary target, the harassment creates a hostile environment that impacts you, and you have the right to file a claim.

Furthermore, sexual harassment doesn’t just come from employers or supervisors. Co-workers, clients, vendors, or anyone present in a workplace can be held accountable for creating a hostile work environment.

If you’re unsure whether you have a valid claim, Ricotta & Marks, P.C. can provide clarity and guidance.

Our Settlements & Verdicts

Our top priority is to devise customized legal strategies that are tailored to the unique legal needs of our clients, no matter how simple or complicated their situations, might be.

View All Results

$15 MIL Plaintiff on Bianco v. Flushing Hospital Medical Center
$1 MIL Olsen, et al. v. The County of Nassau, et al.
$875K Wallace v. Suffolk County Police Department
$523K Penniston v. The New York City Department of Education (Co-Counsel)

Proving Your Employer Should Be Held Responsible

In many cases, employers can be legally responsible for sexual harassment committed by their employees, even if they were not aware of the specific incidents.

This is based on the legal concepts of:

Negligent hiring: If an employer fails to conduct a reasonable background check and hires someone with a history of harassment, they can be held liable for that employee’s subsequent actions.
Negligent supervision: Employers must properly supervise their employees and take reasonable steps to prevent harassment. Failure to do so, such as ignoring complaints or failing to provide adequate training can make an employer liable.
Negligent retention: If an employer becomes aware of harassment, but fails to take appropriate disciplinary action, they can be held responsible for the continued harassment.

Essentially, the law recognizes that employers have a responsibility to create a safe and harassment-free workplace. Failure to fulfill this responsibility, regardless of whether they were directly aware of the harassment, can lead to legal liability.

FIGHTING FOR A WORKPLACE WHERE YOU'RE Respected, Equal, and Heard.

We’re committed to protecting your rights and ensuring you’re treated with the respect and fairness you deserve, free from discrimination and harassment.

TAKE THE FIRST STEPS

Steps to Take if You’ve Experienced Workplace Sexual Harassment

Sexual harassment can be overwhelming.

Here’s a step-by-step guide to help you navigate this difficult situation:

Document everything: Keep detailed records of each incident, including dates, times, locations, witnesses, and any communications related to the harassment. This documentation will be crucial if you decide to pursue legal action.
Report the harassment: Follow your company’s reporting procedures, usually outlined in their anti-harassment policy. This typically involves reporting to your supervisor or human resources department.
Consider filing a charge: If internal reporting doesn’t resolve the issue, you can file a charge with the Equal Employment Opportunity Commission (EEOC) or the New York State Division of Human Rights. Remember the deadlines for filing: 300 days for the EEOC and three years for the New York State Division of Human Rights.
Seek legal advice: Contacting an experienced sexual harassment lawyer can significantly strengthen your case. An attorney can help you understand your rights, navigate the legal process, and advocate for your best interests.

Ricotta & Marks, P.C. understands the sensitive nature of sexual harassment cases. We offer a compassionate and supportive environment where you can discuss your situation confidentially. Our team has a deep understanding of employment law and a proven track record of fighting for our clients’ rights.

Contact us online or call (716) 301-2704 today to schedule a free consultation with a Long Island sexual harassment lawyer at Ricotta & Marks, P.C. today.

HONESTY & CLARITY

We know deciding how to move forward can feel overwhelming. We take the time to listen to your unique situation and explain your options in detail. You can count on us listening carefully, being upfront with you about your options, and provide honest guidance every step of the way.
SUPPORT THAT FITS YOU

We understand every client has different circumstances and are committed to making sure you have access to the justice you deserve without unnecessary burdens. With us by your side, you’ll have the right legal support every step of the way—support that fits you and your case perfectly.
BECAUSE YOU MATTER

We're not just focused on the legal aspects of your case - we truly care about you as a person. We know the emotional toll these cases can take and are committed to supporting you with empathy, genuine compassion and dedication.

WHEN YOUR JOB AND FUTURE ARE AT STAKE, WE DON'T BACK DOWN

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