Philadelphia Museum of Art called upon to update sexual harassment policy.

Pennsylvania – December 7,  2020

The Philadelphia Museum of Art was frequently in the news in 2020 regarding manager actions of sexual harassment that extended over at least a four period of time.  Legal claims for sexual harassment under Title VII of the Civil Rights Act, as workplace discrimination gave women an avenue to sue for damages under the law forty-five years ago after the “sexual harassment” label was introduced to the public, acknowledging the extent of the damage sexual harassment caused in the workplace and beyond to women.  Current claims of sexual harassment are widespread with both sexes and are considered in employment discrimination actions.  A sexual harassment attorney can guide individuals with their actions after they have been victimized by sexual harassment at work.


Harassment is a form of employment discrimination and a violation of Title VII of the Civil Rights Act of 1964, the American Disabilities Act of 1990, and the Age Discrimination in Employment Act of 1967. Sexual discrimination is when you are discriminated against for being male or female, and for being pregnant, with regard to work environment, gaining promotions, gender salary gap and reductions of benefits based on gender. The discriminators in these cases are usually managers, bosses, and supervisors in places of employment, although sometimes co-workers discriminate as well.   Philadelphia employees initiated widespread complaints and legal actions against a manager at the Philadelphia Art Museum, resulting in the museum administration being called out in 2020 to update and strengthen their sexual harassment policies by the Kenney Administration.  The policy must include language to address “…anti-fraternization and sexual harassment, and require training for all staff,” a spokesperson on behalf of the mayor told The Philadelphia Inquirer.

Unwelcome actions.

Sexual harassment in the workplace is when someone forces unwelcome advances on individuals through physical contact of a sexual nature, requests for sexual favors, or other verbal and physical harassment of a sexual nature and is punishable by law.  Claims of sexual harassment can include individuals who have been affected by workplace sexual harassment, even third parties who have witnessed it, due to the negative emotional impact it has on them.  Sexual harassment claims are only valid if the sexual behavior exhibited is unwelcomed, and it can affect both men and women in the workplace, without relevance to positions held at a place of employment.

Frequent harassment that creates a hostile, or offensive work environment is illegal, especially when it results in adverse employment decisions, such as a victim being fired, transferred, or demoted.  The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.  A sexual harassment attorney can be of great assistance to victims in Philadelphia.

Legal options.

Victims have legal recourse against sexual harassment, and calling a qualified Philadelphia attorney is the first thing they should do after reporting the abuse through the proper channels at work.  Procedural guidelines are set up that must  be followed, and an attorney can assist with this review.  Once the particulars of a case are laid out, experienced attorneys can assist with civil and/or criminal action to provide victims with damages resulting from the sexual harassment, or assault.






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