If a CEO or executive made unwanted advances, conditioned opportunities on sexual favors, or created a hostile environment, you have legal rights. Our New York sexual harassment lawyer represents employees facing misconduct from those in positions of authority — discreetly and effectively.
Power should never be a license to harass.
When sexual harassment comes from a company’s CEO, owner, or top executives, victims face an impossible situation. Who do you report to when the harasser is the highest authority? How do you protect your job when the person targeting you controls the company?
At Megan Thomas Law, we help employees throughout New York stand up to executive misconduct and obtain the justice and compensation they deserve.
Even the most powerful business leaders must follow the law. We ensure they do.
For sexual harassment purposes, the term “executive” typically refers to individuals with significant company-wide authority, including:
The common factor is that these individuals have final or near-final decision-making power within the organization and often answer only to boards of directors or shareholders.
Executive harassment often has distinctive patterns:
These patterns make executive harassment particularly difficult to address through normal workplace channels, as the harasser often controls those very channels.
New York provides strong legal protections against harassment by executives:
These laws recognize that when harassment comes from the very top, the company itself is directly responsible for the misconduct.
When executives engage in sexual harassment, companies face the strongest form of legal liability:
This heightened liability reflects the principle that when those at the top engage in harassment, the entire organization must be held accountable.
If you’re experiencing harassment from a company executive, these steps can strengthen your legal position:
We understand the extreme challenges in confronting harassment by top executives. Our team has the experience to handle these sensitive, high-stakes cases and protect your rights.
If you’ve experienced sexual harassment from a CEO or executive in New York, you may be entitled to significant remedies, including:
New York State law places no limits on the amount of money victims can receive in sexual harassment cases. This means that when executives misuse their power, courts can award victims significant financial compensation to address the harm caused.
Sexual harassment is always wrong, regardless of the harasser’s position. When it comes from a company’s highest leaders, it represents a fundamental violation of power and trust that deserves especially strong legal responses.
At Megan Thomas Law, we believe that no one is above the law—not even CEOs, owners, or executives.
If you’ve experienced sexual harassment from a CEO, owner, or executive in New York, contact Megan Thomas Law today for a confidential consultation. Together, we’ll develop a strategy to hold both the executive and the company accountable for violations of your workplace rights.
Executive power comes with greater responsibility, not less. We’ll help ensure those at the top follow the same rules as everyone else.
*The information provided in this post is for general informational purposes only and is not intended as legal advice. Viewing this post, commenting, or engaging with it does not create an attorney-client relationship.
Not necessarily. While internal reporting is generally recommended, courts recognize that reporting harassment to the company may be futile or even dangerous when the harasser is the ultimate authority. In these cases, you may be able to proceed directly to legal action without internal reporting.
This is still illegal quid pro quo harassment, even if the “quid” was a benefit rather than a threat. The law prohibits making any employment benefits conditional on sexual or romantic relationships, regardless of whether the exchange involves rewards or punishments.
No. When high-level executives engage in sexual harassment, their actions are legally considered actions of the company itself. The company cannot distance itself from the executive’s behavior by claiming it was personal rather than professional.
This is a valid concern, especially in cases involving well-connected executives. We can discuss options for maintaining confidentiality during litigation, including the possibility of filing under a pseudonym in appropriate cases and confidential settlements.
Under New York State law, you have three years from when the harassment occurred to file a claim. This extended time limit gives you space to secure your next position or financial stability before taking action.
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