A.2.1 Unlawful Harassment Policy

Marine Biological Laboratory
Policy No. A.2.1
EEO

Initiated by: Director/CEO
Date: July, 1987
Revision: #7, April 11, 2025
Distribution: The 麻花星空视频 Community

THE INFORMATION BELOW SUPPLEMENTS THE NATIONAL POLICIES
CONTAINED ON THE INTRANET FOR EMPLOYEES WHO WORK IN THE RELEVANT STATES

1.0 Policy Statement

It is the goal of 麻花星空视频 to promote a working and learning environment free of unlawful discrimination, harassment, and intimidation for every member of its scientific community (employees, visiting researchers and scholars, course participants, library users, etc.) and for any one else who has a relationship to the community (Trustees, Corporation members, contractors, vendors, etc.).  Harassment, whether discriminatory or sexual, is unlawful under both federal and state law and, as such, will not be tolerated by 麻花星空视频.  Further, any retaliation against an individual who has complained about harassment, or retaliation against an individual who has cooperated in an investigation of harassment, is also unlawful and will not be tolerated.  麻花星空视频 takes allegations of harassment seriously and will respond promptly to any complaint.  Where it is determined that inappropriate conduct has occurred, 麻花星空视频 will take the necessary action to eliminate the conduct and impose corrective measures, including disciplinary action.

2.0 This policy applies to all work/program-related settings and activities, whether inside or outside the 麻花星空视频, and includes off-site research laboratories, field trips, business trips, and other business-related social events.  麻花星空视频 property (telephones, copy machines, facsimile machines, computers, computer applications such as e-mail and Internet, etc.) may not be used to engage in conduct that violates this policy.

3.0 While this policy sets forth goals for promoting an environment free of harassment, it is not designed or intended to limit 麻花星空视频鈥檚 authority to discipline or take remedial action for conduct which is deemed unacceptable, regardless of whether that conduct satisfies the definition of unlawful harassment.  It is expected that all members of the 麻花星空视频 community will conduct themselves in a manner that fosters mutual respect for one another and maintains an atmosphere of professionalism.

4.0 麻花星空视频 requires each of its supervisors and managers to be responsible for the prevention and elimination of all forms of harassment within their respective departments.  Supervisors and managers, new employees, and any employee who has not been recently trained will be given training in ways to prevent unlawful harassment in the workplace.

5.0 Definitions

The Company does not tolerate and prohibits discrimination, harassment or retaliation of or against our job applicants, contractors, interns, volunteers, or employees by another employee, supervisor, vendor, customer, or any third party on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression, sexual orientation, marital status, military and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law, reproductive health decision making, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances.  The Company is committed to a workplace free of discrimination, harassment and retaliation. 

Our management team is dedicated to ensuring the fulfillment of this policy as it applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, and general treatment during employment.

Discrimination Defined.  Discrimination under this policy means treating differently or denying or granting a benefit to an individual because of the individual鈥檚 protected characteristic. 

Harassment Defined.  Harassment is defined in this policy as unwelcome conduct based on or because of any protected characteristic that creates an intimidating, offensive, or hostile work environment that interferes with work performance.  Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails) or physical conduct (including physically threatening another, blocking someone鈥檚 way, etc.) that denigrates or shows hostility or aversion towards an individual because of any protected characteristic.  Such conduct violates this policy, even if it does not rise to the level of a violation of applicable federal, state or local laws and ordinances.  Because it is difficult to define unlawful harassment, employees are expected to behave at all times in a manner consistent with the intended purpose of this policy.

Sexual Harassment Defined.  Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or physical conduct of a sexual nature.

Examples of conduct that violates this policy include:

  • unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, brushing up against someone鈥檚 body
  • requests for sexual favors or demands for sexual favors in exchange for favorable treatment
  • obscene or vulgar gestures, posters, or comments
  • sexual jokes or comments about a person鈥檚 body, sexual prowess, or sexual deficiencies
  • propositions, or suggestive or insulting comments of a sexual nature
  • derogatory cartoons, posters, and drawings
  • sexually-explicit e-mails or voicemails
  • uninvited touching of a sexual nature
  • unwelcome sexually-related comments
  • comments, inquiries, or gossip about one鈥檚 own or someone else鈥檚 sex life or sexual activities
  • conduct or comments consistently targeted at only one gender, even if the content is not sexual
  • teasing or other conduct directed toward a person because of the person鈥檚 gender

Retaliation Defined.  Retaliation means adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below.  鈥淎dverse conduct鈥 includes but is not limited to:  shunning and avoiding an individual who reports harassment, discrimination or retaliation; express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination or retaliation; and denying employment benefits because an applicant or employee reported harassment, discrimination or retaliation or participated in the reporting and investigation process described below.

ALL DISCRIMINATION, HARASSMENT AND RETALIATION IS UNACCEPTABLE IN THE WORKPLACE AND IN ANY WORK-RELATED SETTINGS SUCH AS BUSINESS TRIPS AND BUSINESS-RELATED SOCIAL FUNCTIONS, REGARDLESS OF WHETHER THE CONDUCT IS ENGAGED IN BY A SUPERVISOR, CO-WORKER, CLIENT, CUSTOMER, VENDOR, OR OTHER THIRD PARTY.

Reporting Procedures.  The following steps have been put into place to ensure the work environment at the Company is respectful, professional, and free of discrimination, harassment and retaliation.  If an employee believes someone has violated this policy or our Equal Employment Opportunity Policy, the employee should promptly bring the matter to the immediate attention of the EEOC Coordinator (x7378) or the Director of Human Resources (x7622).  If either of these individuals is the person toward whom the complaint is directed you should contact any higher level manager in your reporting chain.  If the employee makes a complaint under this policy and has not received an initial response within five (5) business days, the employee should contact Courtney B immediately.

Every supervisor who learns of any employee鈥檚 concern about conduct in violation of this policy, whether in a formal complaint or informally, must immediately report the issues raised to senior management (HR Director) or to the EEOC Coordinator (HR Manager) via EEO@mbl.edu.

Investigation Procedures.  Upon receiving a complaint, the Company will promptly conduct a fair and thorough investigation into the facts and circumstances of any claim of a violation of this policy or our Equal Employment Opportunity policy.  To the extent possible, the Company will endeavor to keep the reporting employee鈥檚 concerns confidential.  However, complete confidentiality may not be possible in all circumstances.

During the investigation, the Company generally will interview the complainant and the accused, conduct further interviews as necessary and review any relevant documents or other information.  Upon completion of the investigation, the Company will determine whether this policy has been violated based upon its reasonable evaluation of the information gathered during the investigation.  The Company will inform the Complainant and the accused of the results of the investigation.

The Company will take corrective measures against any person who it finds to have engaged in conduct in violation of this policy, if the Company determines such measures are necessary.  These measures may include, but are not limited to, counseling, suspension, or immediate termination.  Anyone, regardless of position or title, whom the Company determines has engaged in conduct that violates this policy will be subject to discipline, up to and including termination. In addition to being a violation of this policy, harassment, discrimination or retaliation can also be against the law.  Employees who engage in conduct that rises to the level of a violation of law can be held personally liable for such conduct.

*  *  *  *

Remember, we cannot remedy claimed discrimination, harassment or retaliation unless you bring these claims to the attention of management.  Please report any conduct which you believe violates this policy. 

MA SEXUAL HARASSMENT (ADDENDUM TO POLICY AGAINST DISCRIMINATION AND HARASSMENT)

Sexual harassment and retaliation against an employee because the employee filed a complaint of sexual harassment or because an employee aided in an investigation of a complaint of sexual harassment are unlawful. Using the Company鈥檚 complaint and investigatory procedures does not prohibit an employee from contacting or filing a complaint with the appropriate governmental agency. 鈥淪exual harassment鈥 means sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment decisions; or (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual鈥檚 work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment.

While employees are encouraged to report claims internally, if an employee believes that they have been subjected to sexual harassment, the employee may file a formal complaint with the government agency, or agencies set forth below.

The name, address, and telephone numbers of the state and federal enforcing agencies for Massachusetts-based employees are as follows:

Massachusetts Commission Against Discrimination (MCAD)

One Ashburton Place
Room 601
Boston, MA 02108
(617) 994-6000

436 Dwight Street
Room 220
Springfield, MA 01103
(413) 739-2145

Denholm Building
484 Main Street
Room 320
Worcester, MA 01608
(508) 453-9630

(Federal) Equal Employment Opportunity Commission (EEOC)
John F. Kennedy Federal Building
15 New Sudbury Street, Room 475
Boston, MA 02203
(800) 669-4000 or (800) 669-6820 TTY
info@eeoc.gov  

ILLINOIS DISCRIMINATION AND SEXUAL HARASSMENT (ADDENDUM TO HARASSMENT POLICY)

In compliance with the Illinois Human Rights Act (鈥淎ct鈥), all employees have the right to be free from unlawful discrimination or sexual harassment. This means that employers may not treat people differently based on race, age, gender, pregnancy, disability, sexual orientation, or any other protected class named in the Act. This applies to all employer actions, including hiring, promotion, discipline, and discharge.

Employees also have the right to reasonable workplace accommodations based on pregnancy and disability. This means employees can ask for reasonable changes to their job if needed because they are pregnant or disabled.

It is also unlawful for employers to treat people differently or otherwise retaliate against an employee because they have reported discrimination or sexual harassment, participated in an investigation, or helped others exercise their right to complain about discrimination or sexual harassment.

Aside from the internal complaint process at the Company, employees may choose to file a charge of discrimination or sexual harassment under the Act with the Illinois Department of Human Rights (鈥淚DHR鈥). The charge process for violations of the law can be initiated by completing the form at or by contacting the IDHR at IDHR.Intake@illinois.gov, or either of these offices:

Chicago Office
555 West Monroe Street, Suite 700
Chicago, IL 60661     
(312) 814-6200
(866) 740-3953 (TTY)
(312) 814-6251 (Fax)

Springfield Office
535 W. Jefferson Street, 1st Floor
Springfield, IL 62702
(217) 785-5100
(866) 740-3953 (TTY)
(217) 785-5106 (Fax)

Employees also can contact the Illinois Sexual Harassment and Discrimination Helpline at 1颅877-236-7703.

CHICAGO DISCRIMINATION, SEXUAL ASSAULT, AND SEXUAL HARASSMENT (ADDENDUM TO HARASSMENT POLICY FOR CHICAGO EMPLOYEES)

In compliance with the Illinois Human Rights Act (鈥淎ct鈥) and the City of Chicago Human Rights Ordinance (鈥淥rdinance鈥), all employees have the right to be free from unlawful discrimination or sexual harassment. This means that employers may not treat people differently based on race, age, gender, pregnancy, disability, sexual orientation, or any other protected class named in the Act or Ordinance. This applies to all employer actions, including hiring, promotion, discipline, and discharge. Sexual harassment is illegal, and the Company expressly prohibits such actions and behavior.

Sexual harassment means any (i) unwelcome sexual advances or any unwelcome conduct of a sexual nature; or (ii) requests for sexual favors or conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment; or (iii) sexual misconduct, which means any behavior of a sexual nature which also involves coercion, abuse of authority, or misuse of an individual鈥檚 employment position.

Sexual harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (including physically threatening another) that denigrates or shows hostility or aversion towards an individual on the basis of sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or gender expression (including transgender status), and/or sexual orientation. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful sexual harassment, employees are expected to behave at all times in a manner consistent with the intended purpose of this policy.

  Examples of conduct that violates this policy include:

  • unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal movement
  • requests for sexual favors or demands for sexual favors in exchange for favorable treatment
  • obscene or vulgar gestures, posters, or comments
  • sexual jokes or comments about a person鈥檚 body, sexual prowess, or sexual deficiencies
  • propositions, or suggestive or insulting comments of a sexual nature
  • derogatory cartoons, posters, and drawings
  • sexually-explicit e-mails or voicemails
  • uninvited touching of a sexual nature
  • unwelcome sexually-related comments
  • conversation about one鈥檚 own or someone else鈥檚 sex life
  • conduct or comments consistently targeted at only one gender, even if the content is not sexual
  • teasing or other conduct directed toward a person because of the person鈥檚 gender

Employees can confidentially report allegations of sexual harassment internally using the reporting procedures set forth in the general handbook policy.

Employees also have the right to reasonable workplace accommodations based on pregnancy and disability. This means employees can ask for reasonable changes to their job if needed because they are pregnant or disabled.

It is also unlawful for employers to treat people differently or otherwise retaliate against a employee because they have reported discrimination or sexual harassment, participated in an investigation, or helped others exercise their right to complain about discrimination or sexual harassment.

Aside from the internal complaint process at the Company, employees may choose to file a charge/complaint of discrimination or sexual harassment with the government agency or agencies set forth below.

Illinois Department of Human Rights (鈥淚DHR鈥)

The charge process for violations of the law can be initiated by completing the form at or by contacting the IDHR at IDHR.Intake@illinois.gov, or either of these offices:

Chicago Office
555 West Monroe Street, Suite 700
Chicago, IL 60661     
(312) 814-6200
(866) 740-3953 (TTY)
(312) 814-6251 (Fax)

Springfield Office
535 W. Jefferson Street, 1st Floor
Springfield, IL 62702
(217) 785-5100
(866) 740-3953 (TTY)
(217) 785-5106 (Fax)

Employees also can contact the Illinois Sexual Harassment and Discrimination Helpline at 1颅877-236-7703.

Chicago Commission on Human Relations (鈥淐CHR鈥)

The complaint process for violations of the law can be initiated by visiting or by contacting the CCHR at cchr@cityofchicago.org, or at:

740 N. Sedgwick Suite 400
Chicago, IL 60654
(312) 744-4111 (312)
744-1088 (TTY)
(312) 744-1081 (FAX)

Additionally, employees may choose to file a charge of discrimination or sexual harassment with the United States Equal Employment Opportunity Commission (EEOC) by contacting the EEOC at:

JCK Federal Building
230 S Dearborn Street
Chicago, IL 60604
Filing of Private Sector Charges/Enforcement/Federal Sector Hearings: Suite 1866
Mediation Unit/Legal Unit: Suite 2920

1-800-669-4000
312-588- 1260 (Fax)

Employees, other than those who supervise or manage employees, are required to participate in a minimum of one hour of sexual harassment prevention training at least once a year. Anyone who supervises or manages employees is required to participate in a minimum of two hours of sexual harassment prevention training at least once a year. Additionally, all employees are required to participate in one hour of bystander training at least once a year.

Any employee whose primary language is not English is directed to contact Human Resources to obtain a copy of this policy in their primary language.

Sexual Harassment (Addendum to Workplace Discrimination, Harassment and Sexual Harassment Policy)

The Company prohibits sexual harassment and retaliation of or against its employees, applicants, interns, contractors, volunteers, vendors, consultants, or anyone providing services in our workplace (including independent contractors, gig workers, and temporary workers)by another employee, supervisor, customer, client, vendor or other third party in all aspects of the employment relationship including: recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, activities, access to programs and treatment.  Sexual harassment is a form of workplace discrimination that subject an employee to inferior conditions of employment due to their gender (including pregnancy, childbirth and related medical conditions), gender identity, gender expression (perceived or actual), and/or sexual orientation. This policy is one component of the Company鈥檚 commitment to a discrimination-free work environment.

SEXUAL HARASSMENT DEFINED

Sexual harassment is a form of sex discrimination. Discrimination of any kind, including sexual harassment, violates Company policy and is unlawful under federal, New York State and local law (as applicable). Sexual harassment includes unwelcome conduct which is either of a sexual nature or which is directed at an individual because of that individuals鈥 sex or gender, gender identity or gender expression, and/or sexual orientation when:

  • Submission to that conduct or those advances or requests is made either explicitly or implicitly a term or condition of an individual's employment; or
  • Submission to or rejection of the conduct or advances or requests by an individual is used as the basis for employment decisions affecting the individual; or
  • The conduct or advances or requests have the purpose or effect of unreasonably interfering with an individual鈥檚 work performance or creating an intimidating, hostile, or offensive working environment, even if the individual is not the intended target.

Sexual harassment can be verbal (e.g., jokes, insults, gestures or teasing), visual (e.g., offensive posters, symbols, cartoons, drawings, computer displays, text messages, social media posts or e-mails) or physical conduct (e.g., unwanted touching, physically threatening another) that denigrates or shows hostility or aversion towards an individual based on sex or gender, gender identity, gender expression and/or sexual orientation. In New York, harassment does not need to be 鈥渟evere or pervasive鈥 to be illegal.

Examples of conduct that violate this policy include:

  • unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching, assault, blocking normal movement
  • repeated requests for dates or romantic gestures, including gift-giving
  • requests for sexual favors or demands for sexual favors in exchange for favorable treatment
  • obscene or vulgar gestures,  comments, or posters (this also extends to the virtual or remote workspace and can include having such materials visible in the background during a virtual meeting)
  • sexual jokes, noises, or comments about a person鈥檚 body, sexual prowess, sexuality, sexual experience, romantic history, or sexual deficiencies
  • propositions, or suggestive or insulting comments of a sexual nature
  • derogatory cartoons, posters, and drawings
  • sexually-explicit e-mails, text messages, posts or voicemails
  • conversation about one鈥檚 own or someone else鈥檚 sex life
  • conduct or comments consistently targeted at only one gender, even if the content is not sexual
  • teasing or other conduct directed toward a person because of the person鈥檚 gender, gender identity, gender expression, or sexual orientation (including the intentional misuse of an individual鈥檚 preferred pronouns and creating different expectations for individuals based on their perceived identities)
  • sex stereotyping, which occurs when someone鈥檚 conduct or personality traits are judged based on other people's ideas or perceptions about how individuals of a particular sex should act or look

This list is just a sample of behaviors and should not be considered exhaustive. Any employee who believes they have experienced sexual harassment, even if it does not appear on this list, should feel encouraged to report it.

Sexual harassment is not limited to sexual contact, touching, or expressions of a sexually suggestive nature. Sexual harassment includes all forms of gender discrimination including gender role stereotyping and treating employees differently because of their gender. The intent of the behavior, for example, making a joke, does not neutralize the conduct. Not intending to harass is not a defense. The impact of the behavior on a person is what counts. In addition, sexual harassment is not limited to interactions in person. Sexual harassment can occur when employees are working remotely from home as well. Harassment can happen on virtual meeting platforms, in messaging apps, and during non-working hours, and regardless of whether the communication occurs on Company owned or personal devices.

RETALIATION DEFINED

Retaliation is adverse conduct taken because an individual reported an actual or perceived violation of this policy, opposed practices prohibited by this policy, participated in the reporting and investigation process set forth in this policy or testified or assisted in an investigation or proceeding involving an actual or perceived violation of this policy.  Adverse conduct includes, but is not limited to any action that would keep an employee from reporting sexual harassment or retaliation; shunning and avoiding an individual who reports sexual harassment or retaliation; express or implied threats or intimidation intended to prevent an individual from reporting sexual harassment or retaliation; and denying employment benefits because an applicant or employee reported or encouraged another employee to report sexual harassment or retaliation or participated in the reporting and investigation process. No one should fear reporting sexual harassment if they believe it has occurred.

Reporting Procedure

The Company cannot prevent sexual harassment unless it knows about it.  If an employee believes someone has violated this policy, the employee should promptly bring the matter to the immediate attention of his/her supervisor, human resources manager or any member of management with whom the employee feels comfortable.  Reports of sexual harassment may be made verbally or in writing. Written complaints can be submitted internally using a complaint form.  The complaint form can be found from Human Resources, without difficulty. Use of this form is not necessary. Verbal or other written complaints (such as an email) on behalf of oneself or another employer will be treated with equal priority. If the employee makes a complaint under this policy and has not received a satisfactory response within five (5) business days, the employee should contact the EEO Coordinator immediately at eeo@mbl.edu.

SUPERVISORY RESPONSIBILITIES

Supervisors and managers have a special responsibility to make sure employees feel safe at work and that workplaces are free from harassment and discrimination. Every supervisor who learns of any employee鈥檚 concern about conduct in violation of this policy, whether in a formal complaint or informally, must immediately report the issues raised to the human resources manager.  Managers and supervisors should not be passive and wait for an employee to make a complaint. If they observe or are otherwise aware of conduct in violation of this policy, they must act.

Investigation Procedure

Upon receiving a complaint, the Company will timely conduct a fair and thorough investigation into any claim of a violation of this policy to ensure a fair and impartial investigation.  The Company will endeavor to keep the reporting employee鈥檚 concerns confidential.  However, complete confidentiality may not be possible in all circumstances. Employees are required to cooperate in investigations conducted pursuant to this policy.

During the investigation, the Company generally will seek to interview all parties involved, conduct further interviews as necessary and review documents or other information the investigator believes are relevant. 

Upon completion of the investigation, the Company will determine whether this policy has been violated based upon its reasonable, good-faith evaluation of the information gathered during the investigation.  The Company will inform the complainant and the accused of the results of the investigation, and will take such action as necessary to ensure that employees are provided with a safe working environment.

Any employee found to have engaged in conduct in violation of this policy will be considered to have engaged in employee misconduct.  Individuals who violate this policy (which includes supervisory or management personnel who fail to report or knowingly allow sexually harassing behavior to continue) will be subject to disciplinary action, up to and including termination from employment. Individuals who engage in conduct that rises to the level of a violation of law can be held personally liable for such conduct. In addition, employers or supervisors who fail to report or act on harassment may be liable for aiding and abetting such behavior.

BYSTANDER INTERVENTION

Any employee witnessing harassment as a bystander is encouraged to report it. There are five standard methods of bystander intervention that can be used when anyone witnesses harassment or discrimination and wants to help.

  1. A bystander can interrupt the harassment by engaging with the individual being harassed and distracting them from the harassing behavior;
  2. A bystander who feels unsafe interrupting on their own can ask a third party to help intervene in the harassment;
  3. A bystander can record or take notes on the harassment incident to benefit a future investigation;
  4. A bystander might check in with the person who has been harassed after the incident, see how they are feeling and let them know the behavior was not ok; and
  5. If a bystander feels safe, they can confront the harassers and name the behavior as inappropriate. When confronting harassment, physically assaulting an individual is never an appropriate response.

As noted above, a supervisor or manager that is a bystander to harassment is required to report it.

Legal Protections and External Remedies

Aside from the internal complaint process, employees may choose to pursue external legal remedies with the following governmental entities:

New York State Division of Human Rights (DHR)

The DHR enforces the New York State Human Rights Law (HRL), codified as N.Y. Executive Law, art. 15, 搂 290 et seq., which protects employees, paid or unpaid interns and non-employees regardless of immigration status from unlawful discrimination, harassment or retaliation. The DHR has the power to award relief, which varies but may include requiring an employer to take action to stop the harassment, or redress the damage caused, including paying monetary damages, attorney鈥檚 fees and civil fines.

A complaint alleging violation of the Human Rights Law may be filed either with the Division of Human Rights (DHR) or in New York State Supreme Court.

Complaints with DHR may be filed any time within three years of the harassment. If an individual did not file at DHR, they can sue directly in state court under the HRL, within three years of the alleged sexual harassment. An individual may not file with DHR if they have already filed a HRL complaint in state court.

Complaining internally to the Company does not extend your time to file with DHR or in court. The three years is counted from date of the most recent incident of harassment.

You do not need an attorney to file a complaint with DHR, and there is no cost to file with DHR.

DHR will investigate your complaint and determine whether there is probable cause to believe that sexual harassment has occurred. Probable cause cases are forwarded to a public hearing before an administrative law judge. If sexual harassment is found after a hearing, DHR has the power to award relief, which varies but may include requiring your employer to take action to stop the harassment, or redress the damage caused, including paying of monetary damages, attorney鈥檚 fees and civil fines.

DHR鈥檚 main office contact information is:
NYS Division of Human Rights
One Fordham Plaza, Fourth Floor
Bronx, New York 10458
(718) 741-8400

Individuals also may contact the DHR at (888) 392-3644 or visit dhr.ny.gov/complaint for more information. The website has a complaint form that can be downloaded, filled out, and mailed to DHR. The website also contains contact information for DHR鈥檚 regional offices across New York State.

United States Equal Employment Opportunity Commission (EEOC)

The EEOC enforces federal anti-discrimination laws, including Title VII of the 1964 federal Civil Rights Act (codified as 42 U.S.C. 搂 2000e et seq.). If an employee believes they have been subjected to harassment, they can file a 鈥淐harge of Discrimination.鈥 The EEOC has district, area, and field offices where complaints can be filed. The EEOC does not hold hearings or award relief, but may take other action including pursuing cases in federal court on behalf of complaining parties. Federal courts may award remedies if discrimination is found to have occurred.

The EEOC can be contacted by calling 1-800-669-4000 (1-800-669-6820 (TTY)), visiting its website at or via email at info@eeoc.gov

If an individual filed an administrative complaint with DHR, DHR will file the complaint with the EEOC to preserve the right to proceed in federal court.

Local Protections

Many localities enforce laws protecting individuals from sexual harassment and discrimination. An individual should contact the county, city or town in which they live to find out if such a law exists.

For example, employees who work in Nassau County can file complaints of sexual harassment with the Nassau County Commission on Human Rights (240 Old Country Road, 6th Floor, Suite 606, Mineola, NY 11501; 516-571-3662; ).

For example, employees who work in Suffolk County can file complaints of sexual harassment with the Suffolk County Human Rights Commission H. Lee Dennison Building, 100 Veterans Memorial Hwy, third Floor, Hauppauge, NY 11788; 631-853-5480; .

For example, employees who work in New York City (including any of the five boroughs) can file complaints of sexual harassment with the New York City Commission on Human Rights.  It has a physical location in each of the five boroughs.  For example, the Manhattan location is located at 22 Reade Street, First Floor, New York, NY 10007; 212-306-7450; ).

Contact the Local Police Department

If the harassment involves unwanted physical touching, coerced physical confinement or coerced sex acts, the conduct may constitute a crime. Contact the local police department or, in an emergency, dial 911.

New York State Division of Human Rights Hotline. The New York State Division of Human Rights has established a toll-free confidential hotline to provide counsel and assistance to individuals who believe they are experiencing workplace sexual harassment. Employees can call the toll-free sexual harassment hotline at 1-800-HARASS-3 Monday through Friday, 9:00 AM to 5:00 PM.