Queens Workplace Harassment Attorney

Frequently Asked Questions

What Constitutes Workplace Harassment?

Workplace harassment in Queens can include a range of behaviors such as verbal comments, physical actions, or written communications that demean or intimidate an employee based on protected characteristics. This could manifest as unwelcome jokes, assault, offensive images, or repeated unwanted advances. New York City law sets strict guidelines, allowing victims to pursue claims if these actions create a work environment that a reasonable person would consider intimidating or hostile.

Employees must recognize that harassment does not just refer to overt acts of aggression. Subtle behaviors, like passive-aggressive comments or exclusion from workplace activities, can also contribute to a hostile environment. Identifying these behaviors is the first step towards addressing them legally. We at Ricotta & Marks, P.C. educate clients on these nuances to empower them to defend their rights effectively.

How Long Do I Have to File a Harassment Claim?

Under the New York State Human Rights Law, employees have three years from the last incident to file a harassment claim. However, it is essential to consult promptly to meet all procedural timelines. In some cases involving federal laws, the timeframe might be shorter, so contacting a workplace harassment lawyer in Queens early helps protect your rights.

Delaying the filing of a claim can result in the loss of critical evidence and weaken your case. Furthermore, time is of the essence as memories fade and documentation becomes harder to gather as more time passes. Seeking legal counsel immediately can help you organize and preserve vital evidence, increasing the likelihood of a successful outcome.

What Should I Document for My Harassment Case?

Documentation is crucial in harassment cases. Employees should maintain records of incidents, including dates, times, locations, and individuals involved. Keeping copies of related communications, such as emails or text messages, and noting witnesses is also beneficial. This evidence strengthens your claim, and our team can assist you in organizing your documentation effectively.

In addition to gathering tangible evidence, maintaining a personal log that captures your emotional state and the impact of the harassment on your work and personal life can be persuasive. These details can comprehensively depict the harassment's repercussions, offering significant insights during legal proceedings. Ricotta & Marks, P.C. can guide you on documenting and presenting this evidence to establish a compelling case.

Can I Experience Retaliation for Reporting Harassment?

Queens employees are legally protected against retaliation for reporting workplace harassment. If your employer demotes, terminates, or otherwise discriminates against you for making a harassment claim, this could constitute an additional violation. Our attorneys at Ricotta & Marks, P.C. are prepared to thoroughly address and challenge retaliatory actions to uphold your rights.

Acts of retaliation can vary widely, from subtle changes in job responsibilities to overt termination. Employees must know that any adverse change in work treatment following a harassment report could be considered retaliation. At Ricotta & Marks, P.C., we vigilantly defend our clients against such unfair practices, ensuring that justice is sought not just for the harassment itself, but also for any retaliatory actions that may ensue.