Best Sexual Harassment Lawyers in Concord

1. About Sexual Harassment Law in Concord, United States

In Concord, New Hampshire, sexual harassment protections come from both federal and state law. These laws aim to stop unwelcome conduct of a sexual nature that affects the terms and conditions of work or education. Understanding how these laws interact helps you decide where to file a complaint and what remedies may be available.

Under federal law, harassment that creates a hostile work environment or constitutes quid pro quo advances is prohibited in workplaces covered by Title VII of the Civil Rights Act, and harassment in education programs covered by Title IX is prohibited when funded by the federal government. These rules apply to many employers and schools in the Concord area, including state agencies, large and small businesses, and local schools.

Concord residents can pursue claims with federal agencies like the U.S. Equal Employment Opportunity Commission (EEOC) or with state bodies such as the New Hampshire Commission for Human Rights (NH CHR). Government guidance emphasizes prompt reporting and documenting incidents to support each claim.

“Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act and Title IX of the Education Amendments.”

For practical purposes, employers and schools in Concord are encouraged to have anti-harassment policies, training, and accessible reporting channels. Early, documented steps can improve your options for remedies, from corrective actions by an employer to formal complaints with a government agency. See federal and state resources for reporting and guidance.

Useful sources include the U.S. Equal Employment Opportunity Commission (EEOC) for workplace harassment and the U.S. Department of Education Office for Civil Rights (OCR) for school-related harassment. These agencies provide guidance, complaint processes, and timelines that apply in Concord and across New Hampshire. EEOC - Title VII overview, OCR - Title IX guidance.

2. Why You May Need a Lawyer

• A Concord hotel employee faces ongoing harassment from a supervisor, and the employer delays investigation. An attorney can advise on internal grievance steps and when to file with EEOC or NH CHR, while preserving evidence for a potential claim.

• A Concord restaurant worker experiences repeated inappropriate comments by a manager, followed by retaliation after reporting it. A lawyer can evaluate options for both internal remedies and possible federal or state charges, and help with a protective order or interim remedies if needed.

• A nurse at a Concord hospital encounters sexual harassment from a senior clinician and fears retaliation for speaking up. An attorney can coordinate with hospital policy, ensure compliance with Title IX procedures if education-related, and pursue damages or injunctions where appropriate.

• A Concord city employee reports harassment by a co-worker and the city delays disciplinary action. A lawyer can press for timely responses, help with external complaints, and assess eligibility for remedies if the government agency or employer fails to act.

• An employee who works remotely for a Concord-based company faces harassment via email and messaging, including threats. A lawyer can help determine whether state or federal protections apply and what notices or filings are necessary.

• A student at a Concord-area college experiences harassment by staff or faculty and the school’s internal process is slow or biased. An attorney can navigate Title IX investigations, investigations timelines, and potential equitable relief or damages.

3. Local Laws Overview

Concord residents are protected by a mix of federal statutes and New Hampshire law. The following are key authorities that commonly apply to sexual harassment claims in Concord:

1. Title VII of the Civil Rights Act of 1964 - Prohibits employment discrimination, including harassment, by employers with 15 or more employees. It is enforced by the U.S. Equal Employment Opportunity Commission (EEOC). EEOC - Title VII.
2. Title IX of the Education Amendments Act of 1972 - Prohibits sexual harassment in education programs and activities that receive federal funding. It is enforced by the U.S. Department of Education Office for Civil Rights (OCR). OCR - Title IX guidance.
3. New Hampshire Law Against Discrimination (NHLAD), RSA 354-A - State-level protection against discrimination and harassment, including harassment based on sex, in employment and housing. Enforced by the New Hampshire Commission for Human Rights. RSA 354-A.

Practical concepts you may hear about in Concord include “hostile work environment,” “quid pro quo,” and “retaliation.” The federal and state statutes share the goal of preventing harassment and providing remedies. Timely reporting to the right agency improves your chances of prompt resolution and appropriate relief. For general guidance, see the EEOC and NH CHRO resources linked above.

4. Frequently Asked Questions

5. Additional Resources

• U.S. Equal Employment Opportunity Commission (EEOC) - Federal agency enforcing workplace anti-discrimination and harassment laws; provides complaint intake, guidelines, and guidance for employees and employers. EEOC.
• New Hampshire Commission for Human Rights (NH CHR) - State agency enforcing the New Hampshire Law Against Discrimination (NHLAD); handles state-level harassment and discrimination complaints and provides guidance for residents and employers in New Hampshire. NH CHR.
• New Hampshire General Court - RSA 354-A - Statutory text for the New Hampshire Law Against Discrimination, including protections against sex-based harassment in employment and housing. NHLAD, RSA 354-A.

6. Next Steps

1. Assess the situation and collect documents - List every incident with dates, times, locations, and people involved. Gather emails, messages, and witnesses. Plan to share a concise timeline with your attorney.
2. Confirm your reporting channel - If your employer has a policy, file the internal report first and obtain a written acknowledgement. If the organization is unresponsive, proceed to external complaints.
3. Contact a local attorney specializing in harassment law - Seek an attorney with experience in Concord, NH employment and education law to assess federal and state options. Ask about fees and expected timelines.
4. Decide which complaints to file first - EEOC and NH CHR charges can run in parallel or sequentially depending on your goals and evidence. Your attorney will map the best path.
5. File initial complaints with federal and state agencies - If advised, file with EEOC within the applicable window and with NH CHR in accordance with state deadlines. Your counsel can manage forms and deadlines.
6. Engage in discovery and investigation support - Cooperate with investigative interviews and preserve all evidence. Your attorney can request witnesses and relevant documents.
7. Review outcomes and plan next steps - If a settlement is reached, ensure it addresses all harms and provides remedies. If not, pursue litigation or further administrative action as advised.