Recent Sexual Harassment Law Update: Effective March 3, 2022, an amendment to the Federal Arbitration Act prevents forced arbitration in workplace sexual harassment lawsuits. Generally, employers prefer arbitration over trial, since arbitration tends to benefit employers over employees. This pro-victim law will change the way employers approach resolution of sexual harassment lawsuits. Read the White House briefing.
Our Philadelphia employment law firm accepts sexual harassment cases throughout Pennsylvania and New Jersey. Find out if you have legal rights for sexual harassment at work, whether by a co-worker or supervisor. Contact our employment law firm for a free, no obligation consultation.
Latest EEOC News: On Sept. 25, 2023 the EEOC filed a workplace sexual harassment lawsuit against a Pennsylvania manufacturing company based in York, PA. The suit alleges that two women were subjected to sexually charged and vulgar comments, sexual overtures and inappropriate touching by male co-workers and supervisors. EEOC Sues Pennsylvania Manufacturing Facility for Sexual Harassment
Koller Law is at the forefront of making positive change in the law of sexual harassment. The United States Supreme Court made decisions over two decades ago that really shaped the state of the law of sexual harassment in the workplace.
A Message from David Koller: I personally always found aspects of those decisions too problematic and disagreed with them – ever since I read about it in law school. I wasn’t going to accept what my colleagues and mentors often tell me – “the law is not what you say it is Dave, or it is what it is.”
I emphasize and appreciate the emotional damage that results from sexual harassment at work. I also recognize the financial harm and fight hard for clients.
2023 Philadelphia Sex Discrimination News: The EEOC filed a recent complaint against a Conshohocken health care services company, alleging it paid a female employee less than males on the basis of sex and then retaliating against her for complaining. See the EEOC news release (accessed June 27, 2023).
· $900K Sexual Harassment Lawsuit Against the Commonwealth of Pennsylvania – Client sexually assaulted, harassed by a director
· $215K Sexual Harassment Lawsuit in Luzerne County – Client subjected to quid pro quo sexual harassment
· $165K Sexual Harassment Lawsuit in Philadelphia – Client subjected to severe sexual harassment by multiple employees
In July of 2018, amidst the strong #MeToo movement and after a battle in court, the Koller Law Firm obtained a huge victory for all victims of sexual harassment when the Third Circuit Court of Appeals agreed with arguments we were making that the law really needs to do a better job of taking into account the mindset of victims of sexual harassment in the workplace. If you want to read more about this precedential and monumental case and the decision Authored by Judge Rendell, please feel free to click here or contact me personally and I’d be more than happy and honored to explain it to you.
That was a case we handled that was about certain principles I believe in and obtaining justice. While our client obtained a financial settlement, just as important to her and us was the impact this positive shift in the law will have in the future for victims who pursue cases.
There are two kinds of sexual harassment in the workplace, including those in Pennsylvania and New Jersey.
1. Hostile Work Environment
In many cases, employees endure verbal or physical sexual harassment by co-workers or supervisors that is so severe that it creates a hostile work environment.
2. Quid Pro Quo
Some workers experience what’s known as quid pro quo harassment, which includes situations where a supervisor or other authority figure demands sexual favors from an employee or forces the employee to tolerate unwanted sexual advances in order to keep a job, get a raise or obtain a promotion.
With all of the publicity surrounding #MeToo, it is astonishing that workers of all backgrounds, ethnicities, religions, disabilities and lifestyle orientations experience some form of sexual harassment at work. Every single day, workers endure unwelcoming verbal or physical advancements, lewd jokes, gender-based slurs and unwanted sexual contact at work.
Whether these actions are against an individual of the opposite sex or the same sex, they are illegal under Title VII of the Civil Rights Act of 1964 and victims have legal rights.
At Koller Law our passion lies in representing people from all walks of life who have been wronged, who often feel hopeless, and are in search of a lawyer or professional who knows the law. #MeToo is not just a hashtag, trend, or buzzword to us.
We have been handling sexual harassment cases for workers all throughout Pennsylvania and New Jersey, just like yours, for many years. Koller Law is not run like every other firm – we provide the compassionate, individual attention employees need and deserve.
Call us at (215) 545-8917 or contact us to schedule a confidential case review today!
Last updated: September 26, 2023
PHILADELPHIA, Pa. – The Department of Revenue for the Commonwealth of Pennsylvania will pay Nine Hundred Thousand Dollars ($900,000) to settle a nasty sexual harassment lawsuit filed in federal court in Harrisburg by long-time former employee Lynn McArthur, who alleged she was sexually harassed and assaulted by her former boss.
For over 10 years, firm founder David Koller has been recognized as a “Top Rated Employment Litigation Attorney in Philadelphia” by Super Lawyers.
Koller Law’s employment cases and founder David Koller have been featured in national and local media. Learn more.
(March 14, 2021)It’s close to impossible for many parents to work and also care for young children, said Philadelphia employment lawyer David Koller, who represents Delaney.
The Families First Coronavirus Response Act, effective March 2020, required employers to provide paid sick leave and paid leave to care for children whose schools had closed due to the pandemic. Employees who suffered demotions, lost pay, terminations or other negative consequences at work may be able to make a claim under the Families First Coronavirus Response Act.
