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Our Office

  • Westport Office

    Address

    155 Post Road East
    Suite 11
    Westport, Connecticut 06880

    Phone

    203-226-9922

Choose a location to review

Richard L. Pate locations:

Ratings & Reviews

  • 5.0/5.0

    I found myself in one of the worst employment situations that I have ever been in. I was getting bullied and harassed and after going to human resources twice I felt that I had no where else to go. After sitting down and talking to Attorney...
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    — Client

  • 5.0/5.0

    I cannot say enough great things about Attorney Pate. He was not only courteous and professional to me but very intelligent in dealing with employer. He not only demonstrated skill and professionalism while handling my case but showed extra...
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    — Client

  • 5.0/5.0

    . In a no charge consultation, he advised me to contact my human resources department regarding the incident. My company investigated the incident, and it seemed to have been resolved. Six months later, my company took what I believed to b...
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    — Client

  • 5.0/5.0

    Attorney Pate was very professional yet personable. He was available to speak every time I called and carefully listened to my concerns. And resolved them. He was excellent.

    — Client

  • 5.0/5.0

    In September, 2016, I contacted Atty. Pate regarding an incident I considered to be age discrimination in my workplace. In a no charge consultation, he advised me to contact my human resources department regarding the incident. I did so. ...
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    — Client

Sexual Harassment

Sexual harassment is an assault on a person’s dignity and worth. It can be emotionally scarring and even physically debilitating. Despite efforts to eliminate sexual harassment from the workplace, offending behavior continues. If you are being sexually harassed at your job, it's important to know that you have recourse through the law.

Sexual harassment is recognized as a form of discrimination prohibited under Title VII of the Civil Rights Act of 1964. It exists when unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature are linked to employment or career advancement, or simply make one’s job intolerable.

  • Quid pro quo — In this type of sexual harassment, a supervisor requests sexual favors from an employee in return for that employee's continued employment or career advancement. This quid pro quo (this for that) exchange can be explicitly stated or merely implied by the overall circumstances.
  • Hostile work environment — This type of sexual harassment involves unwanted sexual conduct that interferes with an individual's work performance or creates an intimidating, hostile or offensive working environment. When an employee's ability to do her job is compromised by the sexual conduct she must see, hear or suffer, she may have a case for sexual harassment.
  • The unwelcome question — The sticking point for all sexual harassment claims is that the conduct must be unwelcome. Office flirtations and romances, even between a worker and a supervisor, are not harassment when they are fully consensual. Therefore, it is important for a victim to take reasonable steps to establish his or her objection to the behavior.
  • Same-sex sexual harassment — Sexual harassment can involve members of the opposite sex or same sex. The law makes no distinction based on gender.
  • When you've been subjected to sexual harassment at work, we will seek damages on your behalf, which may include these:
  • Back pay — We will press for wages, salary, and fringe benefits that you would have received from the point at which you were denied employment or promotion up to the date of the conclusion of your case.
  • Compensatory damages — My firm will work to compensate you for the emotional distress, pain and suffering, and mental anguish the illegal discrimination has caused you.
  • Attorney's fees – These fees may be compensable at the court’s discretion.
  • Punitive damages — When your employer's behavior was intentional, with malice or reckless indifference toward you, we will seek punitive damages.
  • Front pay —  We will also seek compensation for anticipated future losses in cases where reinstatement is not practical.

Injunctive relief, including reinstating a fired employee or ordering the employer to change policies and practices that allowed the harassment to occur, is also available to sexual harassment plaintiffs. I am committed to obtaining the relief and remedies you deserve.