Sexual harassment in the workplace includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that affects your job or creates a hostile work environment. In Pennsylvania, this conduct may violate both state and federal law. If you believe you have experienced sexual harassment at work, you may have legal options to protect your rights and hold your employer accountable.
Understanding Sexual Harassment at Work Under Pennsylvania Law
Pennsylvania law defines sexual harassment through the Pennsylvania Human Relations Act (PHRA), which prohibits discrimination based on sex in the workplace. Federal law also applies through Title VII of the Civil Rights Act of 1964 for employers with 15 or more employees. In Pennsylvania, the PHRC may investigate claims against smaller employers as well, since state coverage can extend to employers with fewer employees than federal law requires.
Quid Pro Quo Harassment (This for that harassment)
This occurs when a supervisor or someone in a position of authority ties job benefits, such as a raise, promotion, or continued employment, to submission to sexual conduct. Examples include:
- A manager who suggests a promotion depends on going on a date
- A supervisor who threatens termination if advances are rejected
- Any situation where employment decisions are tied to sexual favors
Hostile Work Environment
A hostile work environment develops when unwelcome sexual conduct becomes severe or frequent enough to interfere with an employee’s ability to do their job. This may include:
- Repeated sexual comments or jokes
- Unwanted touching or physical contact
- Sexually explicit images or messages shared at work
- Persistent requests for dates after being turned down
A single offensive comment usually does not rise to the level of a legal claim. In some cases, though, one incident can be serious enough on its own to qualify, such as an act of physical assault.
Common Examples of Workplace Sexual Harassment in Pittsburgh
Employees are sometimes unsure whether what they experienced counts as harassment under the law. Examples that may qualify include:
- Comments about someone’s body or appearance that continue after being asked to stop
- Sharing explicit photos or messages through email, text message, social media, or internal messaging/communication platforms
- Retaliation against an employee for reporting harassment or supporting a coworker’s complaint
- Pressure from a coworker or supervisor for a romantic or sexual relationship
- Exclusion from meetings, projects, or opportunities tied to a rejection of advances
Retaliation deserves special attention. Pennsylvania and federal law both prohibit punishing an employee for reporting harassment or participating in an investigation. Retaliation may look like a sudden demotion, a shift change, or a poor performance review that follows shortly after a complaint.
Kennedy Law works directly with employees across Western Pennsylvania who are trying to make sense of situations like these. Attorney Nicholas Kennedy focuses his practice on protecting employees, and he takes a personal, hands-on role in every case rather than handing clients off to a large team.
What Pittsburgh Law Requires and How Workplace Sexual Harassment Claims Are Filed
Under the PHRA, an employee has a limited amount of time to file a complaint with the Pennsylvania Human Relations Commission. Federal claims under Title VII, filed with the Equal Employment Opportunity Commission (EEOC), have similar statutes. Missing these deadlines can prevent an employee from pursuing a claim, so acting promptly matters. Speaking to an employment attorney is the best way to determine what deadlines apply to your situation.
Employers are also responsible for addressing harassment by supervisors and, in some cases, by coworkers or even non-employees such as clients, patients, customers, or vendors, when the employer knew or should have known about the conduct. This is why documentation matters. Employees experiencing harassment should consider:
- Writing down dates, times, and details of each incident
- Saving relevant emails, texts, or messages
- Reporting the conduct through the employer’s internal process, if one exists
- Noting who was told and when
This kind of record may strengthen a claim and help an attorney evaluate the case more accurately.
Why Speaking With a Workplace Sexual Harrassment Attorney Can Help
Every workplace situation is different, and the line between an uncomfortable moment and unlawful harassment is not always obvious. An experienced employment attorney can review the facts, explain how Pennsylvania and federal law may apply, and help an employee understand realistic next steps. This process is confidential, and reaching out does not commit an employee to any particular course of action.
Mr. Kennedy has built his practice around empowering employees. Because Kennedy Law maintains a smaller, select caseload, the firm’s approach allows for personalized attention throughout each case, whether it involves negotiation, an administrative complaint, or litigation in state or federal court.
Contact an Employment Lawyer in Pittsburgh today
If you believe you have experienced sexual harassment at work, you do not have to sort through your options alone. Kennedy Law will help you understand your rights and what steps may be available to you.
Get in touch with Kennedy Law today to learn more about how Mr. Kennedy can help you protect your rights and pursue the compensation you may deserve.
This blog post is for informational purposes only and does not constitute legal advice. Results depend on the specific facts of each case, and past outcomes do not guarantee future results.