New York City Sexual Harassment Lawyers

The best evidence of our "trial-ready" philosophy is the success of our clients.

The Landmark Hospital Verdict: $15 Million for Janet Bianco

In the historic case of Bianco v. Flushing Hospital Medical Center, we represented a plaintiff subjected to persistent sexual harassment by an attending physician.

• The Challenge: The core of the case rested on whether the doctor’s misconduct could be legally pinned on the hospital. Under New York law, an employer is only liable if they knew about the conduct and failed to act. The proof of the medical director's prior knowledge was the key to overcoming the hospital's defense.
• The Turning Point: We proved that a high-level medical director witnessed the harassment and failed to act, establishing that the hospital "acquiesced" in the misconduct.
• The Verdict: A Queens jury awarded Janet Bianco $15 million in damages.

Understanding Sexual Harassment in the Modern Workplace

Sexual harassment includes any unwelcome conduct of a sexual nature—verbal, physical, or visual—that creates a hostile environment. In NYC, this also includes harassment through virtual platforms like Zoom or Slack and incidents at work-related social events.

Common Forms of Harassment

• Quid Pro Quo: When a supervisor demands sexual favors in exchange for job benefits or to avoid negative consequences.
• Hostile Work Environment: Pervasive offensive jokes, unwanted touching, or the display of sexually explicit materials.
• Retaliation: It is illegal for an employer to fire, demote, or ostracize you for reporting harassment. If you have been treated differently after speaking up, you may have a separate legal claim.

Types of Sexual Harassment Cases We Handle

• Hostile work environment harassment
• Quid pro quo harassment by supervisors
• Harassment by clients, customers, or vendors
• Retaliation after reporting harassment
• Harassment disguised as a “consensual relationship”
• Remote and digital harassment (texts, Slack, email, video)
• Public‑sector and government employee harassment

Strategic Representation for NYC Teachers & Public Employees

Sexual harassment is especially prevalent in hierarchical public-sector workplaces like schools and municipal agencies. We represent NYC teachers and public employees who face harassment by supervisors — and retaliation after reporting it — including disciplinary charges brought through 3020-a proceedings.

How to Prove Your NY Sexual Harassment Case

Winning a claim against a powerful employer requires more than a statement; it requires a strategic collection of evidence.

1. Electronic and Digital Evidence

Harassment often leaves a digital trail.

• Preserve Everything: Take screenshots of inappropriate emails, Slack messages, and text messages immediately.
• Move to Personal Devices: Forward records to a personal account, as employers often revoke access to work accounts when a claim is anticipated.

2. The Power of Witness Testimony

Corroboration defeats "he-said, she-said" defenses.

• Identify Allies: Colleagues who witnessed the conduct or were also targeted can provide vital testimony.
• Admissible Admissions: Under federal rules, statements made by an opposing party (like a harasser) are often admissible as direct evidence.

3. One-Party Consent: The Strategic Value of Recordings

New York is a "one-party consent" state (N.Y. Pen. L. § 250.05). You can legally record a conversation you participate in without the other person's knowledge. This can provide "smoking gun" admissions that an employer might otherwise deny.

Understanding Your Recovery: What is Your Case Worth?

We utilize expert damage modeling to ensure our clients recover the maximum compensation allowed by law.

Federal Law (Title VII)

• Employer Size: 15+ employees
• Legal Standard: "Severe or pervasive"
• Punitive Damages: Capped by size

NY State Law (NYSHRL)

• Employer Size: All employers
• Legal Standard: Above "petty slights"
• Punitive Damages: Available

NYC Law (NYCHRL)

• Employer Size: All employers
• Legal Standard: "Treated less well"
• Punitive Damages: Uncapped

Available Damages

• Economic Damages: Includes back pay, front pay, and lost benefits.
• Compensatory Damages: We fight for significant awards for emotional distress and mental anguish.
• Attorney’s Fees: Successful plaintiffs are often entitled to have their legal fees paid by the employer.

FAQs: Answers for NYC Employees

Can I be harassed by a client or vendor?

Yes. Under NY law, your employer is responsible for maintaining a safe environment and can be held liable for harassment by third parties if they failed to act.

How long do I have to file a claim?

NY state law generally allows three years, but federal EEOC charges must typically be filed within 300 days.

Can my case stay private?

Yes. Approximately 50% of our high-value cases are resolved through confidential settlements before a public complaint is ever filed.

Does my employer have to be "big" to be sued?

No. Under the NYCHRL, even the smallest NYC employers are held to strict standards.

Don’t let workplace harassment go unchecked. Our sexual harassment attorneys in New York City are ready to fight for your rights and hold wrongdoers accountable. Call Ricotta & Marks, P.C. now!