Sexual Abuse & Sexual Harassment in the Workplace

Legal Protection and Justice for Employees in New York

No one should be forced to choose between their career and their dignity. Yet, across New York, countless employees experience unwanted sexual advances, coercion, or even assault at work—often at the hands of supervisors, managers, or coworkers who abuse their authority.

At Konta, Georges & Buza, P.C., our sexual abuse lawyers stand with survivors of workplace sexual abuse and harassment. Our attorneys represent employees, contractors, and professionals across all industries—from corporate offices and hospitals to restaurants, schools, and government agencies. We combine compassion with fierce advocacy to hold perpetrators and employers accountable under New York State, New York City, and federal law.

Understanding Sexual Harassment and Sexual Abuse at Work

Sexual harassment encompasses a wide range of unlawful conduct, including verbal, physical, and digital acts. While some victims endure ongoing humiliation, others face outright assault or coercion tied to their job security.

Common examples include:

• Unwanted touching or physical advances
• Sexual comments, jokes, or messages
• Repeated requests for dates or sexual favors
• Sharing explicit images or videos
• Retaliation or demotion after rejecting advances
• Threats, intimidation, or physical assault

Sexual abuse or assault at work goes beyond harassment—it includes any unwanted sexual contact, coercion, or violence. Both forms violate state and federal civil rights laws and may also involve criminal charges.

New York Laws That Protect Workers

New York has some of the strongest employee protections in the nation.

Under the New York State Human Rights Law (NYSHRL):

• Harassment does not have to be “severe or pervasive” to be illegal.
• Employers are strictly liable for harassment by owners or supervisors.
• Employees have up to three years to file an administrative complaint with the New York State Division of Human Rights (DHR).

Under the New York City Human Rights Law (NYCHRL):

• Protections are even broader—covering interns, freelancers, and independent contractors.
• Victims can seek damages for emotional distress, lost wages, and punitive damages.

Under Federal Law (Title VII of the Civil Rights Act of 1964):

• Employers may not discriminate “because of sex.”
• Claims must first be filed with the Equal Employment Opportunity Commission (EEOC), typically within 300 days of the misconduct.

Victims of sexual abuse at work may also pursue civil lawsuits for assault, battery, or negligent supervision, and—in severe cases—criminal prosecution of the abuser.

Sexual Harassment vs. Sexual Abuse — Key Differences

Both forms cause serious harm—emotionally, professionally, and financially. You deserve legal support to hold those responsible accountable.

Who Can Be Held Responsible

• The perpetrator: supervisor, coworker, HR manager, or executive
• The employer: for failing to prevent, investigate, or stop harassment
• Third parties: such as clients, vendors, or contractors allowed to harass employees on the job

New York employers are legally required to maintain sexual harassment prevention policies, provide training, and investigate complaints. Failure to act can make the company civilly liable.

What to Do If You’re Being Harassed or Abused at Work

1. Document Everything — Save messages, emails, or notes from incidents. Keep a written log of dates, times, witnesses, and the behavior.
2. Report Internally (if safe) — Follow your employer’s reporting procedure—HR, a compliance hotline, or a manager. If you fear retaliation, contact an attorney before filing a report.
3. Consult a Lawyer — Speaking to an experienced workplace sexual abuse attorney early helps protect your rights and prevents employer retaliation.
4. File a Legal Complaint — You can file with the EEOC, DHR, or in court. We can guide you through every step to ensure deadlines and evidence requirements are met.
5. Seek Emotional Support — Professional therapy and survivor support networks are essential for healing from workplace trauma.

Retaliation Is Illegal

Many survivors fear losing their job if they speak up. Under New York and federal law, it is illegal for employers to retaliate against anyone who reports or opposes sexual harassment or abuse.

Retaliation can take many forms:

• Firing or demoting the victim
• Reducing hours or pay
• Denying promotions or benefits
• Excluding the employee from meetings or opportunities
• Creating a hostile work environment

If you’ve been punished for coming forward, you may have an additional retaliation claim under the law.

How Konta, Georges & Buza, P.C. Can Help

• Confidential Consultations — Every case begins with a safe, private discussion. You are in control of how we proceed.
• Comprehensive Investigation — We gather proof, subpoena documents, and interview witnesses to expose wrongdoing.
• Employer Accountability — We pursue both individuals and institutions responsible for enabling harassment.
• Civil & Criminal Coordination — When misconduct crosses into criminal behavior, we coordinate with prosecutors while protecting your civil rights.
• Aggressive Negotiation or Trial — We prepare each case for trial, ensuring maximum leverage for settlement or verdict.

Our attorneys—Adam B. Konta, Robert W. Georges, and John P. Buza—are former prosecutors who understand the intersection of criminal law, employment law, and civil litigation. That experience gives survivors a powerful advantage.

Damages Available to Survivors

Depending on the case, compensation may include:

• Emotional distress damages
• Lost wages or career advancement opportunities
• Medical and therapy costs
• Punitive damages for egregious conduct
• Attorney’s fees and court costs

No amount of money can erase what happened—but legal action can provide accountability, validation, and a foundation for healing.

Frequently Asked Questions

Q: Can I file a lawsuit even if I never reported the harassment?
Yes. While reporting can strengthen a case, you still have legal rights even if you stayed silent due to fear or retaliation.

Q: What if I’m an independent contractor?
Under New York City and State laws, independent contractors and freelancers are protected too.

Q: Can I remain anonymous?
In some cases, your identity can be kept confidential during filings or settlements. We can discuss options to protect your privacy.

Q: What if the abuse involved physical assault?
You may pursue both a civil claim and encourage criminal prosecution. We coordinate both processes on your behalf.

Q: How long do I have to file?
In most New York civil cases, the statute of limitations is three years, but timeframes vary. Contact us promptly for a free review.

Contact a New York Workplace Sexual Harassment Lawyer

If you’ve experienced sexual harassment or sexual abuse in the workplace, you don’t have to face it alone. At Konta, Georges & Buza, P.C., we fight to protect victims’ rights, expose systemic negligence, and secure the compensation and closure you deserve.

Call (212) 710-5166 or contact us online for a free, confidential consultation.
Our team serves clients across Manhattan, Brooklyn, Queens, Bronx, Staten Island, Long Island, and all of New York State.

Let us help you reclaim your voice, your safety, and your professional future.