Sexual Harassment Lawyer in Bingham Farms, Michigan
If you’re dealing with unwanted comments, touching, or pressure at work, you don’t have to handle it alone. I’m Scott Batey, and I represent employees—not employers. My job is to move quickly, preserve evidence, and hold companies accountable when they ignore harassment or punish you for speaking up.
Is What I’m Experiencing Illegal Sexual Harassment?
Sexual harassment is illegal when it alters the terms and conditions of your job or when your supervisor ties job benefits to sexual conduct. It shows up in two main forms:
Quid Pro Quo Harassment ("this for that") - A boss or person with authority suggests or demands sexual conduct in exchange for a raise, schedule, projects, or to avoid discipline/termination.
Hostile Work Environment - Repeated comments, innuendo, texts/DMs, explicit images, unwanted touching, or other sexual conduct that’s severe or pervasive enough to make your workplace intimidating, hostile, or abusive. It can come from a manager, coworker, or even third parties (customers/vendors) if the employer allows it.
You never have to tolerate harassment. Whether it’s a single serious incident or an escalating pattern, call us. We’ll explain your options and start protecting your rights.
Local, Employee-Side Counsel
We serve Bingham Farms and nearby communities—Southfield, Birmingham, Royal Oak, Beverly Hills, Farmington Hills, Oak Park, Troy, Ferndale, Berkley, Madison Heights—and represent employees across Michigan. If you searched for: sexual harassment lawyer Bingham Farms MI, sexual harassment lawyer Southfield MI, hostile work environment lawyer Southfield, sexual harassment attorney Birmingham MI, hostile work environment attorney Royal Oak MI, quid pro quo harassment Michigan. You’re in the right place. We’re local, responsive, and results‑driven.
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How We Prove Retaliation
Timing & pattern
What changed after your report
Comparators
How similarly‑situated coworkers were treated
Policy deviations
Skipping steps, sudden rule changes
Pretext evidence
Shifting reasons, inconsistent documents
Paper trail
Emails, texts, HR tickets, performance history
How We Help
Evidence plan
Doctor certifications (WH‑380), emails, HR ticketing, time records, performance history, and attendance data
Agency filings
EEOC/MDCR/WHD strategy and deadlines
Negotiation & litigation
Demand letters, mediation, or filing suit
Damages focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow
What I Do for Wrongful Termination Clients
Fast case assessment
Timeline + documents review to identify the strongest legal theory
Evidence strategy
Preserve, collect, and organize proof (emails, chats, performance records)
Agency filings
EEOC/MDCR/WHD, where strategic
Negotiation & litigation
Demand letters, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, possible punitive where available, and attorney’s fees where statutes allow
How I Help Employees
Fast case assessment
What happened, which laws apply, and your best next step
Evidence strategy
Preserve emails, texts, HR tickets, reviews, schedules, pay data
Agency filings
EEOC/MDCR, MIOSHA/OSHA, WHD (wage/hour), where strategic
Negotiation & litigation
Demands, mediation, or filing suit when needed
Damages focus
Back pay, front pay, compensatory damages, and fees where statutes allow
Employment Law Cases We Handle
Workplace disputes can threaten your career, your finances, and your peace of mind. Since 1996, attorney Scott Batey has represented employees across Michigan in a wide range of employment law matters — from wrongful termination to workplace discrimination and harassment. If your rights have been violated, we are here to help.
Employment Law
Full legal support for employees facing workplace disputes, from contract issues to policy violations.
Wrongful Termination
Defending workers who were unfairly fired in violation of their rights or contracts.
Workplace Discrimination
Protecting employees from bias based on race, gender, age, disability, religion, or other protected traits.
Sexual Harassment
Taking action against unwanted conduct or a hostile work environment.
FMLA & ADA
Enforcing your right to medical leave and workplace accommodations for disabilities.
Retaliation & Whistleblower
Representing those punished for reporting misconduct or asserting their legal rights.
Employment/Severance Agreements
Enforcing your right to medical leave and workplace accommodations for disabilities.
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What To Do Right Now (Evidence Wins Cases)
You’re in the right place. We’re local, responsive, and results‑driven.
1. Write a timeline with dates, locations, names, and exact words/actions.
2. Save proof: emails, texts, DMs, social media messages, photos, calendars, badge logs, policies, and witness names.
3. Follow policy if it’s safe: report to HR/management as required. Keep copies of your report and confirmation.
4. Don’t delete or alter files.
5. Call us before any interview/statement if you’re unsure—retaliation risk is real.
Reporting Sexual Harassment (and What If HR Does Nothing?)
Reporting is usually required by policy and helps your case. But sometimes HR minimizes, delays, or protects the wrong person. If your report goes nowhere—or you’re punished for speaking up—that can create a retaliation claim in addition to harassment. We help you document responses, escalate strategically, and protect your job and health while we build your case.
Same‑Sex Harassment Is Unlawful
Sexual harassment is illegal regardless of the genders involved. Harassment based on sexual orientation, gender identity, or failure to conform to stereotypes is also unlawful. If you’ve been mocked, misgendered, or denied facilities or opportunities because of who you are, talk to us.
How we build a winning case
Case Assessment
Timeline + document review to identify the strongest legal theories (ELCRA/Title VII/ADA/ADEA/PWDCRA).
Evidence Strategy
Preserve and organize emails, chats, write‑ups, metrics, schedules, comparators, and witness accounts.
Agency Filings
Personalized attention, clear communication, and strategies tailored to your goals.
Negotiation & Litigation
Demand letters, mediation, or filing suit—moving with purpose toward results.
Damages Focus
Back pay, front pay, compensatory damages, and attorney’s fees where statutes allow.
How We Help
Fast assessment
We identify the strongest legal theories and risks.
Evidence strategy
Preserve and organize messages, recordings where lawful, performance records, comparators, and witness accounts.
Agency Filings
We handle EEOC/MDCR strategy and deadlines.
Demand, negotiate, or sue
We push for corrective action and compensation; we litigate when necessary.
Damages Focus
Back pay, front pay, emotional distress, and attorney’s fees where statutes allow.
Free Consultation—Confidential & Straightforward
Call (248) 540‑6800 or email sbatey@bateylaw.com. Tell us what happened. We’ll explain your options, next steps, and how to stay safe at work.
Office: Batey Law Firm, PLLC 30200 Telegraph Rd., Suite 400, Bingham Farms, MI 48025
your legal questions
Your timeline, policy/handbook, performance docs, messages, witness list, and any report confirmations.
Retaliation for a good‑faith report is illegal. If hours, duties, or evaluations suddenly change, call us.
Repeated “jokes,” sexual comments, or images can be harassment—especially after you say stop. Document it.
Quid pro quo ties job benefits to sexual conduct; hostile environment is severe or pervasive harassment that poisons your workplace. Both are illegal.
Often yes—policies expect it and juries look for it. If you fear retaliation or the harasser is HR, call us for a strategy that still protects your rights.
Need Legal Help With a Workplace Issue?
Get clear answers and a plan to protect your rights — starting with a free, confidential consultation.
Suite 400
Bingham Farms, MI 48025
United States