How New Jersey Laws View Harassment In Restaurants Or Hotels

Unwanted sexual comments or sexual jokes.

Explicit comments about your body or appearance.

Pressure to go on dates, share a hotel room, “hang out after shift,” or “be nicer to guests” in a sexual way.

Unwanted touching — including grabbing, brushing, hugging, rubbing shoulders or waist, cornering in a service hallway, blocking a door, or “playful” touching behind the bar.

Sexual gestures, leering, or sexual texts / DMs sent through work channels.

Requests for anything sexual in exchange for tips, shifts, tables, better sections, overtime, or promotions.

Quid Pro Quo Harassment. “If you do this for me, I’ll get you better shifts,” or “If you don’t play along, I’ll cut your hours.” NJLAD also recognizes subtler forms of coercion, such as “<a href="/blog/sexual-harassment-love-bombing-at-work-in-nj">love bombing</a>” — when a supervisor, manager, or influential co-worker floods an employee with flattery, attention, or promises of opportunity to create pressure for a romantic or sexual relationship.

Hostile Work Environment Harassment. When sexual conduct or comments are so severe or so pervasive that they make the job intimidating, hostile, or offensive and affect the terms and conditions of employment. “Severe” can mean a single incident if it is serious (for example, physical groping). “Pervasive” can mean an ongoing pattern, shift after shift.

“It’s The Customers, Not Us” Is Not A Defense In New Jersey

If you tell a manager that a guest grabbed or touched you inappropriately, and the response is, “He’s drunk, just deal with it — he tips big,” that is a serious problem for the employer under NJLAD.

If kitchen or floor managers assign certain servers or bartenders to “flirty tables” or “VIPs” because those guests expect the staff to flirt back or politely endure inappropriate behaviour, that can support a harassment claim.

If hotel or event leadership knows that a guest or executive has engaged in <a href="/blog/sexual-harassment-through-unwanted-touching-at-corporate-events-in-nj">unwanted touching at corporate events</a> and still allows them access to staff without safeguards, the company may face liability.

If hotel management is aware that a guest is repeatedly harassing a specific housekeeper and continues to send that worker into the guest’s room alone with no safety adjustments, that too can create liability.

New Jersey’s Panic Button Law Helps Prevent Hotel Harassment and Assault

<a href="https://rainn.org/resources">National Sexual Assault Hotline</a>

<a href="https://www.womenagainstabuse.org/get-help/resources/sexual-harassment-at-work-a-resource-for-survivors-and-allies">Sexual Harassment at Work: A Resource for Survivors and Allies</a>

How This Applies To New Jersey’s Restaurant And Bar Workers

A manager makes comments about your body, or “suggests” that dressing a certain way will improve tips.

A bartender or line cook repeatedly makes sexual jokes or rates co-workers’ bodies, and no one in authority stops it.

Regulars at the bar or private-party clients become handsy or explicit, and you’re told not to “cause a scene.”

You are pressured to pour drinks off the clock or sit with guests in a way that feels sexual, not professional.

Get Legal Guidance For Sexual Harassment In New Jersey’s Hospitality Industry

Sexual Harassment in NJ Hospitality Jobs: What Workers Should Know

How NJ Family Businesses Create Sexual Harassment Risks

Power And Privacy Collide. In family companies, the alleged harasser is often an owner or close relative of an owner. That concentrates power and reduces the chance of a neutral internal investigation. “We’ll handle this in the family” isn’t a legal defense — and it rarely solves the problem.

No Real HR Firewall. Many family businesses have no dedicated HR professional or rely on a family member to process complaints. Reporting to the very people whose status could be threatened by a harassment finding creates an obvious conflict.

Informal Culture, Loose Boundaries. In some workplaces, a <a href="/blog/hostile-joke-culture-and-sexual-harassment-in-nj-workplaces">hostile joke culture</a> can take root under the guise of being “like family.” Casual comments, hugs, or after-hours socializing can become normalized — and over time, those blurred boundaries can lead to inappropriate behavior or harassment that would never be tolerated in a larger corporate environment.

Role Confusion And Pressure Not To Report. Employees who aren’t family often worry they’ll be branded “disloyal” if they speak up. Family members who are targets worry about splitting the household or being disinherited from the business. Those are real pressures — and they’re why external complaint options matter.

Small Size — Big Coverage. Some owners assume civil-rights laws don’t apply if the company is small. In New Jersey, that assumption is wrong. As discussed below, NJLAD covers employers regardless of size. Title VII has a 15-employee threshold, but NJLAD typically fills that gap for New Jersey workers.

The Client-Owner Tangle. Family businesses often depend on a few anchor clients who are also family friends. When a client behaves inappropriately and the employer’s response is to protect the relationship instead of the worker, the company risks both a harassment and a retaliation claim.

The Legal Framework In New Jersey — What Actually Applies

<a href="https://www.nj.gov/lps/dcr/downloads/NJ-Law-Against-Discrimination-Most-Updated.pdf">New Jersey Law Against Discrimination (NJLAD)</a>. NJLAD prohibits sexual harassment and retaliation. It applies to New Jersey employers of any size, which is crucial for family-run shops and small partnerships. The statute recognizes hostile work environment claims when conduct is severe or pervasive enough to alter conditions of employment. New Jersey’s leading case, <a href="https://law.justia.com/cases/new-jersey/supreme-court/1993/132-n-j-587.html">Lehmann v. Toys ‘R’ Us</a>, set the standard courts still apply to harassment claims.

<a href="https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964">Title VII (Federal)</a>. Title VII also bans sex-based harassment and retaliation. Because NJLAD is broader in coverage and remedies, many New Jersey workers pursue state-law claims — but you can also file with the EEOC to preserve federal options.

Individual Liability — Not Just The Company. Unlike federal law, NJLAD allows individual liability under an “aiding and abetting” theory. That means supervisors — and, in some situations, owners — can face personal exposure if they aid, incite, compel, or coerce discrimination or harassment. In a small family business, where owners are hands-on, this can be a meaningful lever for change and accountability.

Hostile Work Environment — The Core Standard. Under Lehmann, New Jersey courts ask if the conduct would not have occurred but for the employee’s sex and whether it was severe or pervasive enough to make a reasonable person find the environment hostile or abusive. One serious incident can be enough; repeated lesser incidents can also qualify.

EEOC Guidance — Still Relevant. The <a href="http://eeoc.gov/laws/guidance/enforcement-guidance-harassment-workplace">EEOC’s 2024 harassment guidance</a> offers modern examples (including off-site events and digital communications) that New Jersey courts often find persuasive in analyzing employer responsibility and what counts as “workplace” conduct.&nbsp;

What Makes Family-Owned Cases Harder To Resolve Internally

Decision-Maker Is Accused. If the alleged harasser is the owner or a family executive, the company can’t credibly investigate itself. Neutral third-party investigators are rare in this setting — and expensive. That pushes employees toward external avenues (agency complaints or litigation) sooner.

Conflicts Of Interest Everywhere. The “HR manager” may report to the owner’s spouse. A sibling may control payroll — and, effectively, access to leave, schedules, or commissions. That web makes retaliation risks higher when someone reports.

Tight Circles, Big Consequences. In family shops, everyone knows everyone — and gossip moves fast. Reporting can mean social ostracism at work and, if you are also a family member, at home. New Jersey law recognizes and prohibits retaliation that makes your job intolerable — reduced hours, account stripping, client reassignment, or hostile scheduling after you complain.

Arbitration Clauses And Confidentiality. Family businesses sometimes use template handbooks or offer letters with mandatory arbitration and non-disparagement clauses. These provisions do not block you from filing with government agencies (NJLAD and federal law protect that), but they can affect forum and confidentiality. A careful, case-by-case review is key.

“We’re Too Small” Myths. Title VII’s size threshold causes confusion. Owners sometimes repeat the federal rule while ignoring NJLAD’s broader reach. In New Jersey, NJLAD’s coverage is not limited to large employers — small family businesses are squarely covered. Claims of <a href="/blog/sexual-harassment-in-nj-internships">sexual harassment in internship programs</a> are also fully actionable. Size is not a shield when it comes to harassment or discrimination in New Jersey.

How New Jersey Treats Sexual Harassment Outside The Office

When The Harasser Is A Client Of The NJ Family Business

What To Expect When The Owner Says “We’ll Handle It Internally”

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division On Civil Rights (DCR)</a>. DCR enforces NJLAD. You can file a complaint online through the state portal. DCR can investigate, facilitate mediation, or pursue relief.

<a href="https://www.eeoc.gov/">Equal Employment Opportunity Commission</a>. To preserve federal Title VII claims, you generally file a charge with the EEOC. The EEOC may investigate, mediate, or issue a Right-to-Sue letter.

Get Legal Help For Harassment In New Jersey Family Businesses

Sexual Harassment Allegations in NJ Family-Owned Businesses: What Makes Them Complex

Unwanted Touching At NJ Corporate Events Is Still Harassment

Hands placed on your lower back, waist, thigh, or chest without permission.

“Friendly” shoulder rubs while you are seated or typing.

A hug that turns into a grab, press, or kiss.

Being steered through a crowd by your hips or lower back.

Someone “accidentally” brushing against intimate areas — repeatedly.

Dancing that becomes grinding or trapping you with body contact.

NJLAD protects employees, applicants, interns, and, in many situations, contractors who function like employees.

Employers can be responsible for the actions of supervisors and, in many circumstances, third parties (clients, vendors, and even guests) at work-related functions when the employer knew or should have known about the conduct and failed to act.

Retaliation for reporting harassment is independently unlawful.

Title VII Of The Civil Rights Act: Federal Law Still Applies In New Jersey

“Severe Or Pervasive”: Where Unwanted Touching Fits Under NJ Law

What To Do In The Moment — And Right After

Move to a safer space. Find a coworker you trust, a security guard, or a manager who will back you up.

Say something short and clear if you feel safe: “Don’t touch me.” “That’s not okay.”

Tell a witness immediately, even if you’re shaken. A quick “Did you see that?” creates real-time corroboration.

Write a same-day note to yourself — what happened, where, who saw it — and keep it private.

If there are injuries or you feel unwell, seek medical attention.

If the contact was assaultive, you can call police from the venue or afterward. You can also report later; do what feels secure.

<a href="https://rainn.org/resources">National Sexual Assault Hotline</a> – 24/7 confidential support and guidance from trained advocates.

<a href="https://www.womenagainstabuse.org/get-help/resources/sexual-harassment-at-work-a-resource-for-survivors-and-allies">Sexual Harassment at Work</a> – a trusted resource hub offering information, survivor support, and legal guidance.

Off The Clock Doesn’t Mean Off The Hook

Stand Up For Yourself — Consult A NJ Sexual Harassment Lawyer About Your Legal Options

Sexual Harassment Through Unwanted Touching at Corporate Events in NJ

When “Workplace Compliments” Cross The Line In New Jersey

They are based on your sex, gender identity, or gender expression; and

They are severe or pervasive enough to alter the conditions of your employment.

Understanding New Jersey’s Laws Against Sexual Harassment

The New Jersey Law Against Discrimination

Quid pro quo harassment — when job benefits or continued employment depend on submitting to sexual attention.

Hostile work environment — when behavior, comments, or gestures create an intimidating or offensive work atmosphere.

The Federal Layer: Title VII Of The Civil Rights Act

How Subtle Harassment Can Appear In Modern NJ Workplaces

Personal compliments that focus on appearance — comments about clothing, body shape, or attractiveness, especially when repeated.

Nicknames and pet names — calling someone “sweetheart,” “honey,” or “cutie” in a professional context.

Comments about relationships or marital status — asking if you’re dating someone, or implying romantic interest.

Unsolicited feedback about demeanor — telling someone they’re “too serious” or should “smile more.”

“Friendly teasing” that turns personal — compliments disguised as jokes but loaded with sexual undertones.

Online or chat-based remarks — such as using work messaging apps to send flirty comments, emojis, or suggestive memes: a growing form of <a href="/blog/can-remote-workplaces-still-foster-sexual-harassment">sexual harassment in remote work settings</a>.

What If Harassment Comes From A Client Or Customer In New Jersey?

A client who makes inappropriate comments every time they visit your office.

A customer who messages or flirts with you repeatedly, despite being told to stop.

A contractor who uses “compliments” as a cover for suggestive remarks.

Filing A Workplace Sexual Harassment Complaint In NJ

Filing With The New Jersey Division On Civil Rights (DCR)

You generally must file within 180 days of the last act of harassment or retaliation.

You can also choose to bypass the DCR and file directly in New Jersey Superior Court within two years.

Filing With The Equal Employment Opportunity Commission (EEOC)

The filing deadline is typically 300 days from the last incident of harassment in New Jersey.

The EEOC may investigate or refer your case to the DCR under a “work-sharing agreement,” meaning you don’t have to file twice.

Protect Your Rights Against Workplace Harassment

Subtle Sexual Harassment Through “Compliments” in NJ Workplaces

Why New Jersey Law Is Especially Protective Against Sexual Harassment

“Severe or pervasive” can be met by one serious incident (for example, a sexual assault or highly coercive conduct) or by a pattern of repeated unwelcome flirting that undermines your ability to do your job.

Employers can’t buy silence. Under NJLAD, New Jersey restricts settlement terms that would bar you from discussing the details of discrimination, harassment, or retaliation claims.

You are protected from retaliation for making a good-faith complaint of harassment, cooperating in an investigation, or opposing unlawful practices.&nbsp;

Common Signs That “Flirting” In NJ Has Become Illegal Harassment

You Have Said No — And It Keeps Happening. If you declined a lunch or stated you are uncomfortable with personal remarks, and the client keeps pushing, that repeated contact helps show pervasiveness. Keep a running log with dates and summaries.

The Client Targets You But Acts Professionally With Others. A repeated pattern of behavior can cross the line into harassment — for example, texting you after hours, making comments about your appearance, insisting on unnecessary physical closeness, or even cornering and blocking you during company gatherings. This kind of <a href="/blog/your-rights-when-facing-sexual-harassment-at-a-work-event">harassing behaviour at work events</a> can also include unwanted requests for hugs or ignoring your clear “no” to casual touching.

Your Job Becomes Harder Or Riskier. You dread client meetings, ask coworkers to take your calls, or avoid locations to minimize contact. The law looks at whether your ability to work is affected.

Your Employer Waves It Off. If you report the behavior and get “That’s just how they are,” “We can’t lose this account,” or “Try to be friendly,” that response can strengthen a negligence theory. The obligation is to act, not to shrug.

What To Do First If A Client’s Flirting In NJ Becomes Harassment

Set a professional boundary in writing if you feel safe doing so. A short, neutral message like, “Let’s keep our interactions focused on the project — I’m not comfortable with personal comments,” is enough.

Notify your manager or HR immediately — in writing. Report that the conduct is unwelcome and interfering with your work. Ask for concrete steps: a colleague in meetings, reassignment, or client coaching from a senior manager.

Offer practical solutions that preserve the business while protecting you (for example, “I prefer email only with a manager CC’d”). This shows good faith and puts the onus to act on the employer.

If you experience retaliation, report it right away. Retaliation can be obvious (cut hours, termination) or subtle (bad reviews, being iced out). Both are unlawful when tied to your complaint.

<a href="https://rainn.org/resources">National Sexual Assault Hotline</a> – 24/7 confidential support and guidance

<a href="https://www.womenagainstabuse.org/get-help/resources/sexual-harassment-at-work-a-resource-for-survivors-and-allies">Sexual Harassment at Work</a> – a resource hub for survivors and allies

If Your Employer Doesn’t Act: Where And When To File A Complaint In New Jersey

File with the <a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights (DCR)</a>. You generally must file within 180 days of the discriminatory act. DCR investigates, can pursue administrative remedies, and may transfer the case to the Office of Administrative Law after 180 days from filing at your request.

File in state court under NJLAD. The general deadline is two years from the last discriminatory or retaliatory act, with nuances for continuing hostile environments. Court remedies may include back pay, emotional distress, and sometimes punitive damages and attorneys’ fees.

Dual-file with the <a href="https://www.eeoc.gov/">EEOC</a> if federal Title VII also applies (typically 15+ employees). The EEOC’s general filing window is 300 days in New Jersey due to state–federal work-sharing, but confirm specifics with counsel.

You Don’t Have To “Take It” For The Business

Your Workplace Rights Matter — Contact Us For Free Legal Consultation

Is Persistent Flirting by a Client Sexual Harassment in NJ?

Constant compliments that go beyond work performance. An employee or boss comments daily on your looks, clothing, or personality, rather than focusing on your work. At first it may seem flattering, but the sheer frequency makes it feel uncomfortable.

Frequent out-of-hours communication. A coworker, manager, or someone outside the staff can create problems, too. <a href="/blog/when-your-company-client-is-the-harasser-nj">Harassment from a company client</a> may involve flooding you with personal texts, late-night messages, or emails that mix work topics with unwanted personal attention. The behavior can leave you feeling cornered, especially if you worry that ignoring it might harm your job or future assignments.

Unwanted gifts or favors. Someone repeatedly buys you coffee, brings in treats just for you, or leaves personal notes or trinkets on your desk. What might be acceptable once becomes concerning when it becomes a pattern.

Implied strings attached. A manager hints that your job prospects, schedule, or evaluations depend on how warmly you respond to their attention. Even without saying it outright, the suggestion creates pressure.

Isolation through special treatment. You’re singled out for praise or constant attention in ways that make you feel separated from your team — and dependent on the person doing the love bombing.

Why Love Bombing May Be Harassment In New Jersey

Creates an intimidating, hostile, or offensive work environment.

Interferes with an employee’s ability to perform their job.

Legal Protections Under The New Jersey Law Against Discrimination

You do not need to show economic loss (like a missed raise) to bring a claim. A hostile environment alone is enough.

The law covers full-time, part-time, and temporary workers, as well as interns and contractors in many situations.

Employers can be liable for harassment committed by supervisors, coworkers, or even third parties like clients or vendors if they fail to act.

Hostile Work Environment Claims. If the constant attention and flattery create an environment that makes it difficult to focus, feel safe, or participate equally at work, you may have a hostile work environment claim.

Quid Pro Quo Harassment. If promotions, job security, or favorable treatment are tied to whether you accept or reciprocate the affection, that can qualify as quid pro quo harassment — one of the clearest forms of illegality under NJ law.

Retaliation Protection. If you report harassment and your employer punishes you — by cutting hours, reassigning you, or firing you — NJLAD gives you protection. Retaliation is illegal even if the original harassment claim is still being investigated.

Protecting Yourself If You Experience Love Bombing In NJ

Document What’s HappeningKeep a journal of incidents, including dates, times, and details of comments or gifts. Save texts, emails, or messages that show patterns of unwanted attention. This evidence is invaluable if you decide to file a complaint or legal claim.

Raise The Issue InternallyReport the conduct to human resources or to a manager you trust (if they are not involved). Many New Jersey employers are legally required to have harassment policies and reporting procedures. Written reports create a clear record.

Set Boundaries When PossibleIf you feel safe, make it clear — politely but firmly — that the attention is unwelcome. This is not required under the law, but a clear boundary can sometimes stop the behavior and strengthens a legal claim if it continues.

Consult An Employment LawyerA lawyer experienced in New Jersey employment law can explain your options. They can help you decide whether to file a claim with the <a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights (DCR)</a>, with the federal <a href="https://www.eeoc.gov/">Equal Employment Opportunity Commission (EEOC)</a>, or directly in court.

<a href="https://rainn.org/resources">National Sexual Assault Hotline: Confidential 24/7 Support</a>

The Emotional And Career Costs Of Love Bombing

Take Action Against Harassment Masquerading As Affection

Sexual Harassment Through “Love Bombing” in NJ Workplaces

Why Interns In New Jersey Face Unique Risks

What Counts As Sexual Harassment Under New Jersey Law

Quid Pro Quo Harassment. This happens when someone in authority demands sexual favors or toleration of harassment in exchange for job benefits, like a recommendation, continued placement, or even a promised job after graduation.

Hostile Work Environment. This occurs when unwelcome sexual conduct is so severe or pervasive that it creates an intimidating, hostile, or offensive work atmosphere.

<a href="https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964">Title VII of the Civil Rights Act</a> protects workers in larger organizations. Paid interns are often covered if the employer has 15 or more employees.

<a href="https://en.wikipedia.org/wiki/Title_IX">Title IX applies to internships</a> tied to educational programs, requiring schools to respond promptly to harassment that affects students or program participants.

How Harassment Can Show Up In NJ Internships

A manager repeatedly commenting on an intern’s body or clothing.

Persistent unwanted invitations to dates or drinks, even after clear refusals.

Lewd jokes, sexual innuendos, or “funny” memes shared during team meetings or in group chats.

“Accidental” touching or overly familiar physical gestures.

Pressure to attend private meetings or late-night “work sessions” with a supervisor.

Employer Responsibilities To Prevent Internship Harassment in NJ

Written policies — Every employer should have a clear, accessible anti-harassment policy that specifically includes interns and trainees.

Training — Supervisors and staff should receive regular training on recognizing, stopping, and correctly reporting harassment.

Prompt investigations — When an intern reports harassment, the employer must act quickly to investigate and, if necessary, discipline the offender.

No retaliation — Employers are prohibited from punishing or disadvantaging an intern for speaking up, even if a confidentiality clause was signed.

How To Report Harassment As A NJ Intern&nbsp;

Internal reporting — Many organizations have human resources departments or designated managers who handle harassment complaints. If the harasser is your direct manager, you can file a <a href="/blog/how-to-file-a-sexual-harassment-complaint-against-a-supervisor">sexual harassment report against a supervisor</a> with HR or another senior leader to create an official record.

School or program offices — If the internship is arranged through a college or university, Title IX or student affairs offices can investigate and help protect you from retaliation.

<a href="https://www.njoag.gov/about/divisions-and-offices/division-on-civil-rights-home/">New Jersey Division on Civil Rights (DCR)</a> — Complaints under the New Jersey Law Against Discrimination (NJLAD) can be filed here, usually within 180 days of the incident.

<a href="https://www.eeoc.gov/">Equal Employment Opportunity Commission (EEOC)</a> — Interns can also file a federal complaint, generally within 300 days, to pursue remedies under federal law.

Why Addressing Harassment In New Jersey Helps Everyone

Don’t Let Harassment Define Your Career — Protect Your Internship Rights

Sexual Harassment in NJ Internships: Student Worker Rights

Understanding Sexual Harassment Under New Jersey Law

Quid pro quo harassment. When job benefits (like promotions or continued employment) are tied to submission to sexual advances.

Hostile work environment. When conduct — including jokes or comments — creates an intimidating, offensive, or abusive workplace.

What Is a Hostile Joke Culture And When It’s Sexual Harassment?

Frequent sexual jokes, innuendos, or comments about coworkers’ bodies.

“Locker room talk” normalized during meetings, break rooms, or after-hours events.

Mocking employees based on gender, sexual orientation, or appearance under the guise of humor.

Repeated “jokes” targeting one employee, such as comments about their clothing, relationships, or personal life.

Circulating offensive memes or cartoons in workplace chats or email.

Normalization. When inappropriate jokes have long been part of the workplace culture, employees may assume they have no choice but to tolerate them.

Fear of retaliation. Workers may hesitate to speak up out of concern they’ll be branded as “too sensitive” or risk career opportunities if they complain.

Power dynamics. If the jokes come from supervisors or executives, it becomes much harder for employees to push back.

Blurring the line between humor and harassment. Harassment is sometimes brushed off as “just a joke,” which makes it more difficult to call out.

Confidentiality agreements. Some workers may also feel silenced by strict workplace <a href="/blog/sexual-harassment-and-confidentiality-agreements-what-s-legal-in-nj">confidentiality or non-disclosure agreements about sexual harassment</a>, which can discourage them from reporting misconduct or pursuing legal action.

When Courts View Workplace Jokes as Harassment in NJ

Frequency. Were the jokes a one-time incident or part of a pattern?

Severity. Were the jokes mild or extremely offensive?

Target. Were the jokes directed at one employee or spread more generally?

Effect. Did the jokes make it harder for employees to work, feel safe, or advance in their jobs?

The Role Of Digital Communication in Sexual Harassment Claims

Harder to escape, since digital jokes can reach employees even when they are off the clock

Employer Liability For Hostile Joke Culture

If the harassment comes from a supervisor, the employer is often automatically liable.

If the harassment comes from coworkers, the employer may be liable if they knew (or should have known) and failed to take action.

Employers may also be held liable for harassment by third parties — including vendors, contractors, or <a href="/blog/when-your-company-client-is-the-harasser-nj">sexual harassment by a client</a>, if they are aware of the behavior and allow it to continue without taking corrective action.

Establish clear anti-harassment policies.

Train staff and managers on appropriate conduct.

Employment Law Insights & Resources

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