Employees who experience sexual harassment at work can have access to financial and non-monetary remedies under state and federal law. The exact relief depends on the facts, the applicable law, and how the case is resolved. At Mansour Law, LLC, our Allentown sexual harassment lawyers help workers pursue compensation and other relief supported by their claims.
Financial Compensation After Workplace Harassment
Depending on the case, available financial remedies can include:
- Back pay for wages and benefits lost because of a termination, demotion, reduced hours, or forced resignation
- Front pay when returning to the job is not practical
- Compensatory damages for emotional distress and certain out-of-pocket losses
- Punitive damages under Title VII when the legal standard is met against a private employer
- Attorney’s fees and litigation costs when authorized by law
Title VII caps combined compensatory and punitive damages based on employer size, from $50,000 for employers with 15 to 100 employees up to $300,000 for employers with more than 500 employees. Back pay is treated separately from those caps. Pennsylvania law provides a different remedies framework, which can affect a claim’s value and strategy.
Reinstatement, Promotion, and Other Non-Monetary Relief
A remedy does not always involve a payment. A court or agency can order reinstatement, require an employer to grant a promotion that was unlawfully denied, remove discipline connected to the harassment, or require changes intended to stop unlawful conduct from continuing. In some cases, policy revisions, training, or other workplace changes can be part of the resolution.
State and Federal Remedies Do Not Work the Same Way
Title VII and the Pennsylvania Human Relations Act have different employer-coverage rules, procedures, deadlines, and remedies. For a fuller comparison, see Mansour Law’s Pennsylvania vs. Federal Sexual Harassment Laws in Allentown, PA. That distinction matters because a worker can have claims under both systems, but the relief available under each differs.
Preserving a Claim Is Part of Preserving the Remedy
Before most Title VII or PHRA claims can proceed in court, the employee must complete the required administrative process. In Pennsylvania, a PHRC complaint is generally due within 180 days of the discriminatory act, while an EEOC charge is generally due within 300 days. Missing the applicable deadline can reduce or eliminate available remedies.
Discuss the Available Remedies With an Allentown Sexual Harassment Attorney
If you are dealing with harassment at work, Mansour Law can review the harm you experienced, the employment consequences, and the remedies that fit your claim. Call 610-321-3538 or schedule a free consultation online to talk with our team.
