Hi, my name is Xena Grant, and I’m a Senior Associate at Leeds Brown Law. I’m here today to discuss sexual harassment. Sexual harassment is a form of sex discrimination. Pursuant to title 7 of the Civil Rights Act of 1964, employees have the right to be protected against workplace sexual harassment. Federal, state and city laws may offer additional protection against workplace sexual harassment. Workplace sexual harassment is unwelcome sexual advances or conduct which interferes with an employee’s performance or creates a hostile, offensive, or intimidating environment. “Quid pro quo” sexual harassment involves a person of authority such as a manager or supervisor demanding that an employee engage in sexual conduct as a condition of keeping his or her job, or as a condition to receive benefits such as a raise or a promotion. A hostile work environment sexual harassment claim involves unwelcome sexual conduct that is so severe and pervasive as to create an offensive workplace environment. Sexual misconduct can include, but is not limited to: unwanted physical touching, kissing hugging, patting or stroking; making comments about someone’s physical appearance or personal life; making sexual innuendos or sex-based jokes; spreading rumors about someone’s personal life; making sexual gestures and displaying sexual pictures, literature or emails. It is important to know that not only if sexual harassment against the law, but it is also against the law for an employer to retaliate against an employee who complains of sexual harassment. If you feel you are being sexually harassed, you may want to consider discussing your concerns with a human resource representative or supervisor. If you or someone you know is experiencing workplace sexual harassment or retaliation, please call Leeds Brown Law at (516) 873-9550 or visit us on the web at LeedsBrownLaw.com.