Criminal Defense Lawyers

can employer be personally liable for sexual harassment

Can Your Boss Be Personally Sued for Sexual Harassment?

The Short Answer

Yes, in many cases, your boss or supervisor can be held personally liable for sexual harassment in the workplace. But, it’s not always a straightforward situation.The laws around personal liability for sexual harassment can vary based on factors like:

• Whether your employer is a private company or public/government entity
• The specific harassment laws in your state
• The nature and severity of the harassment
• Your boss’s role, actions, and level of control over the situation

So, while personal liability is possible, the details really matter. Let’s dig deeper.

What Constitutes Sexual Harassment?

Before we talk about who can be liable, it’s important to understand what sexual harassment actually is. Legally, sexual harassment falls into two main categories:

1. Quid Pro Quo Harassment: This is when a supervisor or person in authority tries to trade employment benefits (raise, promotion, keeping your job, etc.) for sexual favors. An example would be your boss saying, “Sleep with me, and I’ll make sure you get that promotion.”
2. Hostile Work Environment: This involves unwanted conduct of a sexual nature that is severe or pervasive enough to create an abusive or intimidating work environment. Examples could include inappropriate touching, sexual comments, offensive jokes, or the display of explicit materials.

For harassment to be illegal, it has to be based on the victim’s sex. It doesn’t necessarily have to involve sexual advances or conduct. Harassment based on gender stereotypes or derogatory comments about a person’s sex can also qualify.

When Can Your Boss Be Personally Liable?

In general, your boss or supervisor can be held personally liable for sexual harassment if:

• They directly participated in, encouraged, or failed to stop the harassment
• They had sufficient control or authority over the harasser and your work environment

The key factors are the level of involvement and the degree of control your boss had over the situation.For example, if your boss was the one making unwanted sexual advances or comments towards you, they would likely be personally liable. The same applies if they retaliated against you for reporting harassment.However, if the harassment came from a co-worker and your boss adequately addressed and stopped it after you reported it, they would probably not be personally liable.It’s a bit more complex when the harassment is by a non-employee, like a client or vendor. In those cases, your boss may be liable if they knew about the harassment and failed to take corrective action.The laws also differ for supervisors of private companies versus public/government employers. We’ll cover those differences next.

Liability for Private Sector Bosses

If you work for a private company, your boss can potentially be sued in their personal capacity under federal and state anti-discrimination laws.Under Title VII of the federal Civil Rights Act, supervisors can be treated as “employers” and held individually liable for harassment if they had enough control over the terms and conditions of your employment.Many states also have their own laws allowing personal liability for supervisors and managers who enabled, had knowledge of, or directly participated in harassment.For example, in California, the Fair Employment and Housing Act (FEHA) specifically allows harassment victims to sue their individual harassers, including supervisors and co-workers.In New York, supervisors can be held personally liable as “employers” under the New York State Human Rights Law if they actually participated in the conduct giving rise to the discrimination claim.So in the private sector, your boss’s level of involvement and control is crucial for determining personal liability.

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Public Sector Employer Liability

For supervisors of public/government employers, the rules around personal liability are a bit different under federal law.The U.S. Supreme Court has ruled that individuals cannot be sued for discrimination under Title VII if they work for the government or a political subdivision like a state or municipality.However, government supervisors can still potentially face personal liability under state anti-discrimination laws, which often mirror federal laws but have their own nuances.For example, the New Jersey Law Against Discrimination allows personal liability for supervisors who “aid and abet” unlawful discrimination or harassment.So while federal law protects government supervisors from personal Title VII liability, state laws may still expose them to potential lawsuits.

Damages You Can Recover

If your boss is found personally liable for sexual harassment, what kind of damages can you recover? It depends on the specific laws and facts, but may include:

• Back pay for lost wages/benefits
• Compensatory damages for emotional distress, pain and suffering
• Punitive damages to punish the harasser (capped under federal law)
• Attorney’s fees and costs
• Reinstatement to your job (if you were fired)

The amount can vary widely based on factors like the egregiousness of the conduct, the extent of your harm, and whether your boss was a managing agent or just a low-level supervisor.In egregious cases with ample evidence, damages against an individual supervisor can potentially reach into the six figures or more.

Holding Your Boss Accountable

So what should you do if you’ve experienced sexual harassment by your boss or another supervisor? A few key steps:

1. Document Everything: Keep detailed records of all incidents, including dates, times, locations, witnesses, and documentation like emails or messages. This evidence is crucial.
2. Follow Company Policy: Most companies require sexual harassment be reported internally first, so follow the proper channels and procedures. But don’t let them dissuade you from legal action.
3. Consult an Attorney: An experienced employment lawyer can evaluate your situation, explain your rights and options, and determine if you have grounds to sue your boss personally.
4. File Agency Complaints: You may need to file a complaint with the EEOC and/or your state’s fair employment agency first before being allowed to sue in court.
5. Consider a Demand Letter: Your attorney may send a demand letter to your employer and boss seeking a resolution before filing suit.
6. Explore All Options: Depending on the circumstances, you may have additional claims beyond just sexual harassment, like retaliation, assault, infliction of emotional distress, etc.

The process can be daunting, but holding your boss personally accountable can provide a stronger sense of justice and increase pressure for real change.

Preventing Harassment Starts at the Top

Ultimately, the threat of personal liability should motivate supervisors and executives to be proactive about preventing and addressing sexual harassment.When bosses face real personal consequences – financial penalties, damage to their reputation, even potential criminal liability in egregious cases – they have a vested interest in fostering a respectful workplace.Companies should implement clear anti-harassment policies, reporting procedures, and regular training to set the right tone from the top down. Supervisors must model appropriate behavior and swiftly address any inappropriate conduct.Because at the end of the day, sexual harassment isn’t just illegal, it’s disruptive, demoralizing, and bad for business. Allowing it to fester can destroy workplace cultures and employee morale.By holding supervisors personally accountable when warranted, the law incentivizes them to be part of the solution, not the problem. It’s a powerful motivator for real change.

Key Takeaways

So in summary, here are the key points to remember about personal liability for sexual harassment:

• Your boss or supervisor can potentially be held personally liable if they directly participated in harassment or failed to address a hostile work environment they knew about
• The laws differ for private sector versus public/government employers, with federal law shielding government supervisors from personal Title VII liability
• State laws often allow for personal liability against supervisors, with the standards varying based on their level of control and involvement
• If found liable, your boss may be on the hook for damages like back pay, emotional distress, punitive damages, and your attorney’s fees
• Holding supervisors personally accountable creates strong incentives for preventing and properly addressing harassment from the top down
• You should document everything, follow proper reporting channels, consult an attorney, and explore all your legal options for justice

Sexual harassment is unacceptable in any workplace. By understanding the potential for personal liability, both employers and employees can take this issue more seriously and create lasting change.