Sexual harassment occurs when an employee is subjected to unwelcome sexual comments, advances, touching, propositions, intimidation, or other conduct that affects the workplace. A hostile work environment may also exist when offensive or degrading conduct is severe or persistent enough to interfere with your ability to work. These cases can involve supervisors, coworkers, customers, vendors, or others connected to your workplace.
Harassment takes many forms. It may be repeated comments, sexual jokes, inappropriate messages, unwanted attention, favoritism tied to sexual conduct, or retaliation after rejection. Often, management fails to respond after a complaint and lets the mistreatment continue. The details matter, including what was said or done, who witnessed it, when it happened, and how the employer responded.
Steenland Law helps employees evaluate sexual harassment and hostile work environment claims with seriousness, discretion, confidentiality, and care. We examine the timeline, the employer’s knowledge, the available evidence, and the harm caused to the employee’s career, income, reputation, and dignity.
Sexual harassment and hostile work environments can take many forms. The common thread is that the workplace becomes unsafe, intimidating, degrading, or impossible to endure because of unlawful conduct. The most common patterns we see in Western PA workplaces:
A clear path from the moment you reach out to the moment your case is resolved — with you informed at every step.
Call 412.819.1462 to schedule your free consultation. We'll listen to your story, ask the right questions, and give you a clear sense of where you stand — before you commit to anything.
During the consultation, we'll review your situation and explore your legal options. We'll explain the law in plain language, walk through what's at stake, and identify every claim worth pursuing.
Once we identify the best path forward, we begin advocating for you — firmly, strategically, and without delay. You focus on your future. Kyle handles the fight.
Wrongful termination cases are handled on contingency — you pay nothing up front, and our fee is a percentage of what we recover. If we don't recover, you owe us nothing.
Questions Kyle hears every week from Pittsburgh workers. Harassment cases are fact-specific, and the first step is understanding what happened, who knew about it, and how the employer responded.
A hostile work environment may exist when workplace conduct becomes severe or repeated enough to make your job intimidating, offensive, or impossible to endure. The conduct must usually be tied to a protected characteristic, such as sex, gender, race, disability, religion, age, or another protected category.
Contact Steenland Law as soon as possible. We can help you understand how to document what happened, preserve messages or emails, identify witnesses, and evaluate whether reporting internally is the right next step.
No. Retaliation for reporting sexual harassment, hostile treatment, discrimination, or other unlawful workplace conduct is illegal. If your employer fires you, disciplines you, cuts your hours, isolates you, or treats you worse after a complaint, you may have a separate retaliation claim.
Helpful evidence may include text messages, emails, photographs, witness names, complaints to management, performance reviews, schedules, discipline records, and notes showing when each incident occurred. These cases often turn on the timeline, the employer’s knowledge, and whether the company took the complaint seriously.
About an hour of your time. We walk through your facts, identify every potential claim, and tell you honestly whether you have a case worth pursuing — even when the answer is no.