We Are Ohio and Florida Employee Rights Lawyers and We Hold Employers Accountable
Harassment is not something employees are required to tolerate in silence. When harassment interferes with your ability to do your job, targets you because of who you are, or escalates after you speak up, the law provides protection—and a path forward.
At Reel Legal Counsel, we represent employees who are subjected to unlawful harassment and retaliation at work. We help clients understand their rights, protect their livelihoods, and pursue accountability through negotiation, agency action, arbitration, or litigation when necessary.
Workplace harassment is not part of the job.
What is workplace harassment?
Workplace harassment occurs when unwelcome conduct becomes severe or pervasive enough to create a hostile, intimidating, or abusive work environment, or when an employee is targeted because of a protected characteristic. Harassment can come from supervisors, coworkers, or even third parties—and employers may be liable when they allow it to continue or retaliate against employees who complain.
It’s important to note that harassment does not need to involve physical contact, and it does not require explicit slurs or threats to be unlawful.
Who Do We Represent?
We represent employees in harassment matters involving, among other things:
Sexual harassment, including unwanted comments, conduct, pressure, or retaliation after rejection
Pregnancy, post-partum, or caregiver-related harassment
Harassment based on sex, gender, race, national origin, religion, disability, age, or other protected characteristics
Hostile work environment claims
Retaliation after reporting harassment or participating in an investigation
Escalating discipline, complaints, or scrutiny following protected activity
Many employees believe they must resign before they can take action. That is often incorrect. Harassment claims can arise while you are still employed, and leaving too early can sometimes weaken your position. We help clients evaluate when to act, how to act, and how to protect themselves in the process.
You do not have to quit to have a claim
Not Sure Where To Start?
Browse These FAQs
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Workplace harassment is unwelcome conduct that is severe or pervasive enough to create a hostile or abusive work environment, or that targets an employee because of a protected characteristic such as sex, pregnancy, race, disability, religion, or age; isolated incidents may qualify if serious, and retaliation after complaints can independently violate the law.
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Not always. While internal reporting can sometimes strengthen a claim, there are situations where reporting is unsafe, ineffective, or likely to trigger retaliation; whether and how to report should be evaluated strategically based on your specific circumstances.
Schedule your confidential free case evaluation today to better understand your next steps.
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Harassment can come from supervisors, coworkers, or even third parties such as customers or vendors, and employers may be legally responsible if they knew or should have known about the conduct and failed to take appropriate corrective action.
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If you experienced discipline, heightened scrutiny, complaints, demotion, termination, or other adverse treatment after reporting harassment or engaging in protected activity, you may have a separate claim for retaliation, even if the original harassment claim is disputed.
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No. Many harassment and retaliation claims arise while the employee is still working, and quitting too early can sometimes weaken your legal position; speaking with a lawyer before resigning is often critical.
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Depending on the facts, remedies may include back pay, front pay, emotional distress damages, reinstatement, policy changes, attorney’s fees, and, in some cases, punitive damages, as well as relief obtained through negotiation, agency action, arbitration, or litigation.
Contact Us
For a free case evaluation, please provide your contact information and brief explanation of your matter. Someone from our team will reach out to you to schedule your evaluation call.