Sexual Harassment

Federal and state laws protect against sexual harassment in the workplace. Sexual harassment is an illegal form of sex discrimination prohibited by Title VII, a federal employment anti-discrimination statute, as well as by state and local laws such as Human Rights Acts in the District of Columbia, Maryland, and certain area counties. Sexual harassment ranges from derogatory comments based on sex, to sexually charged behavior, threats of sexual assault, and sexual contact. The law protects women and men alike, and covers both opposite-sex and same-sex harassment. Sexual harassment rises to the level of illegal behavior when it interferes with employment or when the harassment creates a hostile or abusive working environment. The law encourages employers to maintain policies prohibiting sexual harassment, and to have procedures for reporting and responding to sexual harassment complaints.

Testimonial Background
The lawyers of Correia & Puth are dedicated advocates for the right to a workplace free from sexual harassment.

Sexual Harassment Lawyers Serving the Greater Washington D.C. Area

The lawyers at Correia & Puth, PLLC have extensive experience confronting employers that tolerate a sexually hostile work environment, and bringing justice for targets of workplace sex harassment. We have sued employers for sex harassment and resolved informally employees’ claims of sex harassment. We help employees enforce their rights and litigate violations of laws prohibiting sexual harassment. If you are confronting workplace sex harassment we will work with you to identify your rights, and craft a strategy to remedy illegal conduct to the greatest extent possible. We can assist you in lodging effective complains against your employer, and with filing complaints with the United States Equal Employment Opportunity Commission, and state or local anti-discrimination agencies. We zealously represent our clients in negotiating a resolution with employers, and we file lawsuits to achieve our clients’ goals at trial where appropriate.

Have You Been Sexually Harassed at Your Place of Employment?

A variety of workplace conduct, when sufficiently pervasive or severe, can rise to the level of a sexually hostile workplace. While sexually vulgar behavior and comments may qualify, a sexually hostile environment may also be found when employees are confronted by demeaning and offensive comments and conduct. Sexual harassment may be actionable and illegal where the harasser is a co-worker, a supervisor, and in some cases a non-employee, such as a client or customer.

You Have Rights — Correia & Puth Employee Rights Lawyers Can Help

Employees have a right to be free from sexual harassment, which may include unwanted sexual advances, offering employment benefits in exchange for sexual favors, threats of reprisal after a negative response to sexual advances, and physical conduct, such as touching or assault. Harassment also includes verbal conduct, for example, the use of derogatory comments, epithets, slurs, or jokes, or verbal sexual advances and propositions.

In some cases, a single sexual advance may constitute harassment if it is linked to the grant or denial of employment or employment benefits. While isolated incidents of offensive sexual conduct or remarks may not be found sufficient, even just a single incident may qualify is sufficiently severe. This is particularly true when the harassment is physical. If you are experiencing behavior that is sexual in nature and making you uncomfortable, contact Correia & Puth and we can discuss your options to remedy the situation.

The law encourages employers to take steps necessary to prevent sexual harassment from occurring. Employers should clearly communicate to employees that sexual harassment will not be tolerated. They can do so by providing sexual harassment training to their employees and by establishing an effective complaint or grievance process and taking immediate and appropriate action when an employee complains. The law also forbids employers from retaliating against an employee who files a charge of harassment or speaks out against harassment. It protects employees from retaliation if they choose to participate in an investigation, proceeding, or hearing on behalf of a co-worker who they believe has had his or her rights violated under Title VII.

Many other laws prohibit harassment on the basis of other protected categories outside than sex, when that harassment creates a hostile work environment. For example, Title VII prohibits race-based harassment and the Americans with Disabilities Act prohibits harassment based on an employee’s disability. Visit Correia & Puth’s pages on race discrimination here and disability discrimination here to learn more about your rights from harassment, or visit About Us to learn about other protections afforded to employees. Title IX of the Education Amendments Act prohibits sex discrimination and sexual harassment in educational institutions or programs that receive federal funds. Schools have an obligation under Title IX to prevent and address harassment, whether experienced by teachers, students, or other school officials. Learn more about Title IX by visiting Correia & Puth’s page, here.

Practice Areas

Accommodations for Disabilities

We are committed to ensuring that all employees with disabilities have equal access to the workplace.


Age Discrimination

We fight employers who use age bias to discourage older workers from staying on the job or keep them from advancement.


Corporate Accountability

Corporations must be held accountable for wrongdoing, and whistleblowers often keep employers honest.


COVID-19 Protections for Health Workers

If you are a health care worker facing retaliation because you raised concerns, there are laws in place to protect you.


Disability Discrimination

We are dedicated to safeguarding the rights of individuals with disabilities and vigorously advocate for equal access.


Equal Pay Rights

Motivated by our commitment to workplace fairness, we fight employers who have shortchanged an employee because of bias.


Family & Medical Leave Discrimination

The FMLA provides job protected leave so that employees are not forced to choose between their job and caring for loved ones.


Family Responsibilities Discrimination

Employees should not be penalized for taking care of their loved ones, and we are committed to fighting for your rights.


Federal Employees

We help federal sector employees understand workplace rights and navigate the unique federal agency employment context.


Federal Employee Whistleblower Protections

Employees and contractors of the federal government have strong protections from retaliation for speaking out.


Gender Identity Discrimination

We believe no employee should face harassment, discrimination, or retaliation because of who they are or how they identify.


National Origin Discrimination

We believe all employees should be given a fair chance to succeed regardless of their culture and background.


Pregnancy Discrimination

Pregnancy and motherhood are not incompatible with work. Our firm fights for expecting mothers and mothers with newborns.


Race Discrimination

Employers are forbidden from making decisions to hire, fire, promote, or to provide training or other benefits because of a person’s race.


Religious Discrimination

We value individuals' religious beliefs and personal choices and are committed to ensuring the ability to practice without fear.



We believe that employees should be able to assert their legal rights without risking their livelihoods.


Severance Agreements

Our practice of negotiating severance agreements is built upon years of experience working on behalf of employees at all levels.


Sex Discrimination

We work to eliminate gender discrimination, unfair pay, sexual harassment, and unlawful glass ceilings.


Sexual Harassment

We are dedicated advocates for the right to a workplace free from a sexually hostile work environment.


Sexual Orientation Discrimination

We believe that no employee should be fired, shortchanged, or treated differently because of who they are and whom they love.


Title IX Claims

We are a national leader on use of Title IX as an effective tool for an educational environment free from discrimination and retaliation.


Veterans (USERRA)

USERRA provides job protections to employees who temporarily leave private employment for military service.


Wage & Commission Claims

We fight employers who have wrongfully withheld salaries, commissions, and wages, and hold them accountable for what's unpaid.


Whistleblower Retaliation

Employees should be free from intimidation, harassment, or threats when taking a stand against wrong or unsafe workplaces.

It takes courage to fight back against those who discriminate.
Contact us to see how we can help you.