Workplace Sexual Harassment & Abuse Cases
Justice for Employees Subjected to Sexual Harassment, Assault & Hostile Work Environments
#MeToo Movement: Thousands of Cases, Millions in Settlements - Your Voice Matters
You deserve a workplace free from harassment. Stand up for your rights and hold employers accountable.
When Employers Are Held Liable
Employers are liable when they knew or should have known about harassment but failed to take prompt, effective corrective action.
Evidence of Knowledge: Complaints to HR or management, written emails documenting harassment, witness reports, pattern of similar complaints against the same person.
Should Have Known: Harassment was open and obvious, occurred in front of managers, or the harasser had a known history of similar conduct.
Inadequate Response: Employer conducted sham investigation, took no disciplinary action, blamed the victim, or simply told harasser to "knock it off" without consequences.
Employers must conduct thorough, objective investigations and take appropriate disciplinary action when harassment is substantiated.
Inadequate Investigations: Only interviewing the accused, failing to speak with witnesses, delaying for months, allowing accused to intimidate complainant, predetermined outcome.
No Discipline: Findings of harassment but no consequences, harasser receives "coaching" instead of discipline, harasser promoted or transferred rather than disciplined.
Pattern & Practice: Multiple complaints against same individual with no action taken, known "missing stairs" that HR ignores.
Retaliation after reporting harassment is a separate violation and often results in substantial damages.
Common Retaliation: Termination shortly after complaint, demotion or pay cut, assignment to undesirable shifts/locations, exclusion from meetings or projects, negative performance reviews.
Constructive Discharge: Making working conditions so intolerable after a complaint that you're forced to resign (treated legally as termination).
Blacklisting: Providing negative references to prospective employers or spreading rumors in the industry.
Supervisor Harassment: Employers are generally strictly liable for quid pro quo harassment by supervisors. For hostile environment by supervisors, employer can be liable unless they prove an affirmative defense (effective harassment policy and complainant unreasonably failed to use it).
Coworker Harassment: Employer is liable if they knew or should have known about the harassment and failed to take prompt, appropriate corrective action.
Third Parties (Clients/Customers): Employer has duty to protect employees from harassment by non-employees if employer has control over the situation (can remove client, refuse service, provide security).
Certain industries have higher rates of workplace sexual harassment due to power dynamics, culture, or lack of oversight:
- Entertainment: Weinstein scandal exposed endemic harassment in film/TV, music industry, modeling
- Tech Startups: "Bro culture," lack of HR infrastructure, investor/founder power dynamics (Uber, Google, Tesla cases)
- Finance: Wall Street culture, client entertainment at strip clubs, boys' club mentality
- Hospitality: Restaurant workers face high rates of customer harassment, power dynamics with chefs/managers
- Healthcare: Doctors harassing nurses/staff, patients harassing healthcare workers
- Retail: Manager-employee power imbalances, scheduling control used as leverage
Notable #MeToo Cases & Settlements
High-Profile Settlements & Verdicts
Fox News / Roger Ailes: Gretchen Carlson settled for $20 million; Fox paid $50+ million to multiple women who accused Ailes and Bill O'Reilly of harassment
Sterling Jewelers (Kay/Jared): $175 million class action settlement with 69,000 female employees alleging systemic sexual harassment and pay discrimination
Uber: Settled with over 50 women for $1.9 million+ over sexual assault and harassment by drivers; separate settlements over executive harassment of employees
Google: Paid $310 million to settle shareholder lawsuit over handling of executive sexual misconduct claims, including Andy Rubin $90 million exit package
Activision Blizzard: $18 million EEOC settlement over systemic sexual harassment and discrimination; $35 million to California DFEH; $50 million shareholder settlement
Riot Games: $100 million class action settlement with 1,000+ female employees over gender discrimination and sexual harassment
Tesla: Multiple jury verdicts including $137 million (reduced to $15 million), $3.2 million to former employee over racist and sexual harassment
CBS / Les Moonves: CEO forced out, forfeited $120 million severance; CBS paid $9.5 million to NY Attorney General over harassment cover-ups
The #MeToo Movement Changed Everything
Since 2017, thousands of women and men have come forward. Companies are being held accountable. Laws are changing. Mandatory arbitration is being eliminated. NDAs are being banned in many states. Your voice matters and you have legal options.
Compensation & Damages
Workplace harassment victims can recover multiple types of damages
Economic Damages
Lost wages, back pay, front pay, lost benefits, out-of-pocket expenses, job search costs, therapy bills
Emotional Distress
Pain & suffering, humiliation, anxiety, PTSD, depression, loss of enjoyment of life, damage to reputation
Punitive Damages
When employer acted with malice or reckless indifference - awarded to punish and deter future misconduct
Settlement/Verdict Examples:
Individual harassment claims: $50,000 to $500,000+ (varies by severity and damages)
Retaliation/wrongful termination: $100,000 to $1 million+
Sexual assault cases: $500,000 to several million
High-profile executive harassment: $5 million to $20 million+
Actual compensation depends on specific case facts, severity, lost wages, emotional impact, and whether case is litigated
Additional Recoveries
- Attorney's Fees & Costs: If you win, employer often pays your attorney's fees (separate from your recovery)
- Reinstatement: Court can order employer to rehire you (if you want)
- Injunctive Relief: Court orders requiring employer to change policies, conduct training, or implement monitoring
- Tax Benefits: Emotional distress damages may be taxable, but some settlements can be structured to minimize taxes
Title VII Damage Caps (Federal Cases)
Title VII limits compensatory and punitive damages based on employer size. However, these caps don't apply to:
- • Back pay, front pay, or lost wages (unlimited)
- • State law claims (many states have no caps)
- • Attorney's fees (separate from damage cap)
- • Assault/battery claims (not subject to Title VII caps)
Experienced attorneys often bring state law claims alongside federal claims to maximize recovery beyond Title VII caps.
Frequently Asked Questions
Deadlines Matter - Act Now
EEOC charges must be filed within 180-300 days from the last incident of harassment. State administrative complaints and lawsuits have varying deadlines, typically 1-3 years. Missing these deadlines can permanently bar your claims.
Don't wait: Evidence disappears, witnesses' memories fade, and electronic communications are deleted. Document everything now and consult an attorney to preserve your rights. Initial consultation is free and confidential.
No obligation. Completely confidential. No fees unless you win.
Sources & References
The information on this page is based on federal and state laws, EEOC guidance, court decisions, and reputable news sources.
EEOC: Sexual Harassment in the Workplace
Official guidance from the Equal Employment Opportunity Commission on what constitutes sexual harassment, employer liability, and how to file a charge.
EEOC Sexual Harassment ResourcesTitle VII of the Civil Rights Act of 1964
Primary federal law prohibiting employment discrimination, including sexual harassment. Enforced by the EEOC.
EEOC: Title VII OverviewEnding Forced Arbitration Act (2022)
Federal law invalidating mandatory arbitration clauses for sexual harassment and sexual assault claims, allowing victims to choose litigation.
Congress.gov: H.R. 4445Fox News / Roger Ailes Settlement
Gretchen Carlson's $20 million settlement and subsequent lawsuits against Fox News executives for systemic sexual harassment.
New York Times CoverageActivision Blizzard Sexual Harassment Settlement
$18 million EEOC settlement, $35 million California DFEH settlement, and $50 million shareholder settlement over systemic workplace harassment.
EEOC Press ReleaseSterling Jewelers Class Action Settlement
$175 million settlement with 69,000 women over systemic sexual harassment and pay discrimination at Kay and Jared jewelry stores.
Washington Post InvestigationRiot Games $100 Million Settlement
Class action settlement with 1,000+ current and former female employees over gender discrimination and sexual harassment culture.
Los Angeles Times CoverageState Fair Employment Laws Database
Comprehensive listing of state-specific employment discrimination laws, which often provide greater protections than federal law.
Workplace Fairness: State LawsDisclaimer: This page provides educational information about workplace sexual harassment laws and legal options. It is not legal advice. Individual case outcomes vary based on specific facts, jurisdiction, and applicable laws. Settlement amounts mentioned are examples and not guarantees. Deadlines vary by state and claim type. Consult with a qualified employment attorney for legal advice specific to your situation. Attorney advertising.
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