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Company parties, picnics, and other off-site company events are work events. Therefore, the laws prohibiting workplace sexual harassment against employees at work still apply. Federal and state laws prohibit any workplace sexual harassment, including harassment occurring at off-site company events, such as events at restaurants, bars, or other off-site locations. You might not think you have a sexual harassment claim if the incident took place off-site or after-hours. However, your employer might still be responsible in a court of law.
Your employer has a responsibility to protect you from workplace sexual harassment, no matter where it occurs. If they fail to protect you from sexual harassment at off-site company events, you have the right to seek justice. Call our sexual harassment lawyers in New York City, New Jersey, Philadelphia, Miami, and Los Angeles for a free consultation about your sexual harassment at off-site company events claim.
Off-site sexual harassment may occur more often because it is a more casual environment. People may have a few drinks and feel less inhibited, and act a bit less professional. However, laws still prohibit any form of sexual harassment, including off-site sexual harassment. Some examples of off-site sexual harassment may include the following:
1. You are at the company holiday party at a local brewery. You and your coworker have had a lot to drink. You make jokes with one another and get a little flirty. However, you stop your coworker and remind him that you are in a relationship.
Your coworker does not stop flirting with you and finally grabs you for a kiss. You slap him to get away. You report the incident the next day. Your employer suspends you for three days for slapping him. Your coworker does not get any punishment.
2. You are working from home. You join a Zoom meeting with your coworkers and manager. You and your manager are alone in the meeting after your coworkers leave. Your manager begins to make lewd comments about the two of you becoming sexually involved. You make it extremely clear that his comments offend you.
He gets off the call with you. The next day, you receive an email that you were removed from a lucrative project and transferred to another department for which you are not qualified.
3. You and your client go to lunch to discuss a new business idea. Your client gets two glasses of wine. You politely deny the drink. Your client tells you to enjoy yourself. She makes it very clear that if you want her business to continue, you need to have a few drinks and see “where you end up.” When your boss hears of this request, he advises you to do as she says since she is one of the firm’s best clients.
In some instances, sexual harassment has been occurring during work hours already and the harasser uses a holiday party to escalate the harassment. So, when meeting with a sexual harassment lawyer, be sure to include all circumstances under which harassment occurred.
Call us at 800-807-2209 to schedule a free consultation about your sexual harassment at off-site company event claims. Our lawyers handle all employment law matters for employees in New York City, New Jersey, Philadelphia, Miami, and Los Angeles.
Discover how our expertise has helped clients overcome their legal challenges and achieve successful outcomes.
View All TestimonialsOlivia is the best! Oliva was very thorough, patient, and very detailed and descriptive regarding the process. She was very supportive of my sexual harassment case. From the very beginning, she communicated and would provide me with any updates and she was always available when I needed anything. More importantly, she always extended that comfort level of trust which always made me feel at peac... Read Full Testimonial
Casey Barkhordarian is a fabulous attorney to work with. He explained everything to me about the case (including the millions of questions I asked) right from the start of our very first meeting. He did so in a way that I could understand and was very prompt and clear with communication the entire time. Casey Barkhordarian is a very competent and knowledgeable lawyer to have on your team. I def... Read Full Testimonial
Matt Finkleberg is by far the best attorney I’ve ever hired! From the outset, it was evident that he was not just another lawyer; Matt is nothing short of extraordinary. He possesses the ability to do his job phenomenally while somehow managing to give me hope during one of my darkest of hours. Matt consistently returned my calls promptly, regardless of my questions, confusion, or self-doubt ... Read Full Testimonial
I cannot speak highly enough about my experience working with Matt Finkelberg. From the very beginning, Matt approached my case with an incredible level of professionalism, knowledge, and dedication that immediately put me at ease. It is rare to find an attorney who not only possesses an impressive depth of legal expertise but who also truly cares about the well-being and best interests of thei... Read Full Testimonial
Olivia is absolutely outstanding! She understands the emotional side of your case while being able to find the legal aspects of holding the employer accountable for breaking the law! Made a really terrible situation a little easier by explaining everything and helping me get everything in order and in the right hands. I would not use anyone else! Call them for any sexual harassment case... You ... Read Full Testimonial
This law firm is absolutely amazing!!! They went so above and beyond for me!!! I am so grateful for all their help with my difficult case!!! If you need a lawyer, you will be in great hands with their firm!!! And wait until you see the office! The building is so high tech I couldn't figure out how to get in the elevator lol!
It was a pleasure to have Casey represent and help me for my employment case. It was my first time needing an attorney, so I was a bit apprehensive at first – Casey took the time to answer all of my questions and fully explain everything to me, which really put me at ease. He was very attentive, supportive, and knowledgeable throughout the whole process – Casey would ask questions to ensure... Read Full Testimonial
matt is an excellent attorney. he handled my case with the utmost care and highly exceeded all expectations. i could not recommend derek smith and esp. matt finkelberg enough
matt is an excellent attorney. he handled my case with the utmost care and highly exceeded all expectations. i could not recommend derek smith and esp. matt finkelberg enough 🙂
Matt handled a suit against the City of LA and members of the a Neighborhood Council for racial discrimination and harassment. Ths was the first suit of this type filed on a Neighborhood Council Matt handled it with poise and above all professionalism. He walked me through the 3 year process and above all provided moral support and encouragement as I still experienced racism and harassment duri... Read Full Testimonial
Matt Finkelberg is Amazing and Devotional! It was a pleasure to have Matt represent me for my employment case. He was very attentive, supportive, and knowledgable throughout the whole process. Whenever I reached out he responded promptly which I greatly appreciated. Matt fought diligently and hard throughout my case to make sure my case was represented best. Thank you again Matt for everything.... Read Full Testimonial
It was a pleasure to have Casey represent and help me for my employment case. It was my first time needing an attorney, so I was a bit apprehensive at first – Casey took the time to answer all of my questions and fully explain everything to me, which really put me at ease. He was very attentive, supportive, and knowledgeable throughout the whole process – Casey would ask questions to ensure... Read Full Testimonial
Empower your voice and take action against sexual harassment in every workplace, community, and home.
To be considered sexual harassment under City, State, and federal laws, the conduct must be severe or pervasive. In most cases, a one-off incident probably is not severe enough to consider legal action. However, if the incident was ‘severe’ enough, it could equal sexual harassment. Such cases at a company party may include sexual assault, rape, or forcible touching.
A single incident that happened at the company won’t be considered “pervasive.” But, if you have been harassed over a period of time at work and the harassment continues at the company gathering, the conduct could be included in a sexual harassment claim.
Online sexual harassment occurs when you receive unwanted sexual comments or sexual advances through email, text messages, social media, or online meeting spaces. You may be off-site when working online. Therefore, sexual harassment at off-site company events can also occur as online sexual harassment.
Sexual harassment occurs when an employer or job applicant is subjected to unwelcome sexual comments, sexual advances, or physical contact. When at work, it can take the form of owner sexual harassment, CEO sexual harassment, supervisor sexual harassment, manager sexual harassment, coworker sexual harassment, and non-employee sexual harassment.
However, it can also occur at events that take place off company property. Company-sponsored events, such as company lunches, networking events, holiday parties, and picnics, are considered off-site company events. Unfortunately, alcohol decreases inhibitions, and carelessness also provides a breeding ground for sexual harassment. Both alcohol and carelessness flow freely at off-site company events. When you experience sexual harassment at one of these types of events, your employer has a responsibility to stop it. Otherwise, they are violating federal and state sexual harassment laws.
Your employer must prevent and punish any form of workplace sexual harassment. His duties extend to off-site company events. Therefore, you can report any off-site sexual harassment to your employer to get relief.
However, suppose your employer ignores your complaint (or you get fired from work in an act of wrongful termination and face other forms of retaliation as a result). In that case, you have the right to file a federal or state lawsuit against your employer for sexual harassment.
To learn more about your rights, contact a compassionate sexual harassment lawyer. They will help you determine the laws best suited for your sexual harassment at off-site work events lawsuit.
Depending on whether you choose to file your claim under federal or state laws, you may have a statute of limitations of 180 days to several years. Federal laws require you to file your charge within 180 days of the incident (300 days in New York City, Philadelphia, Miami, Los Angeles, and New Jersey).
If you wish to file your claim under state law, you should discuss your options with a qualified sexual harassment lawyer in your state. Our lawyers handle all sexual harassment law matters for employees in New York City, New Jersey, Philadelphia, Miami, and Los Angeles.
Many times, employers do not wish to go through a lengthy trial process any more than you do. Therefore, they may work to negotiate a fair settlement early in the legal process. The case may settle in a few months to just under a year.
However, if your employer refuses to settle the claim early, your case may take several years to go through the legal process and reach a settlement or receive a court judgment.
As a victim of sexual harassment, whether in the office or off-site, you are entitled to compensation. You have the right to seek financial remedies to replace lost wages or compensate you for pain and suffering and emotional distress. You also have the right to ask for your job back and changes to company policies to eliminate sexual harassment at off-site company events in the future.
When you experience sexual harassment at an off-site company event, you have a right to seek justice. You need a sexual harassment attorney who can help you file your complaint under the law best suited for your claim. You deserve a sexual harassment lawyer who will fight for you and your rights through settlement negotiations and the legal process.
A compassionate sexual harassment lawyer will advocate for your rights and help you receive a fair and just outcome in the process.
Sexual harassment in the workplace is illegal, whether in the office or at a company-sponsored event. The sexual harassment lawyers at the Derek Smith Law Group will uphold your legal protections against this unlawful behavior.
If you are the victim of sexual harassment at an off-site work event, the team of experienced sexual harassment attorneys at the Derek Smith Law Group in New York City, New Jersey, Philadelphia, Miami, and Los Angeles can help.
We help you obtain full and fair compensation — and we don’t get paid unless you win.
Our experienced legal team provides reliable services in key U.S. cities, ensuring expert assistance for workplace discrimination and employment law matters wherever you are located.
Take action against harassment now. We’ll stand by your side every step of the way.