Working in high-stakes industries like New York’s finance, tech, and media sectors can be cutthroat. Power in the industry can lead to traps that become hard to escape. However, imagine a manager asking for favors for returned benefits, or a supervisor threatening to demote you for refusing them.
Climbing the corporate ladder can mean exposure to unwanted advances from superiors. This is quid pro quo harassment, and it is illegal under both federal and New York law. It may be more dangerous than some other types of workplace harassment, as it jeopardizes your career and livelihood.
What is quid pro quo?
Quid pro quo harassment happens when someone with authority ties a job advancement to your submission to sexual or romantic pressure. Furthermore, it is not just crude language or physical contact that is harassment. The power play that comes with quid pro quo already violates state and federal laws.
Even subtle forms of quid pro quo can qualify. If a manager tells you that you can receive a bonus for being friendly with them, their statement can be harassment. This is common in New York’s competitive industries.
Recognizing red flags
Many employees do not realize that quid pro quo harassment does not require an actual demotion or termination to be actionable. The threat of these actions alone violates both the New York State Human Rights Law and federal Title VII. It creates a hostile environment at work and can count as discrimination.
Here are some common examples of red flags for quid pro quo:
- Your superior offers preferential treatment in exchange for dates
- The supervisor encourages a “you scratch my back” atmosphere around your career
- A manager suggests promotions depend on your romantic compliance
If your higher-up is abnormally interested in you and makes comments about “doing each other favors,” be on your guard. Consequently, there could be signs of a power play in action.
Defending against quid pro quo
New York provides exceptionally strong protections against workplace harassment compared to the rest of the country. The state’s Human Rights Law covers all employers regardless of size and extends protections beyond federal law. You have the right to report harassment without retaliation and seek compensation for these incidents.
Additionally, you can file complaints with the New York State Division of Human Rights or the EEOC. Additionally, you have many legal pathways you can take to hold your workplace responsible for harassment. Consider seeking a NY employment legal professional to evaluate your options and strategies.