Las Vegas Quid Pro Quo Harassment Attorneys
No employee should have to choose between their career and their dignity. When a supervisor, manager, or person in authority demands sexual favors or other personal conduct in exchange for employment benefits—or threatens negative consequences for refusing—that conduct may constitute quid pro quo harassment.
At Holtz Matthews LLP, we believe every employee deserves a workplace free from sexual harassment, intimidation, and unlawful discrimination. If you have experienced quid pro quo harassment in Las Vegas or elsewhere in Nevada, our legal team is prepared to help you understand your rights, gather evidence, and pursue the compensation and accountability you deserve.
If you are considering your options, we invite you to contact us for a free, confidential consultation to talk through what happened and possible next steps.
We provide a trusted space to discuss your case openly, while also safeguarding your rights, maintaining your dignity and offering the legal expertise necessary to pursue justice.
What is Considered Quid Pro Quo?
"Quid pro quo" is a Latin phrase meaning "this for that." In employment law, quid pro quo harassment occurs when someone with authority over an employee conditions employment benefits on accepting unwanted sexual advances or other inappropriate requests.
This type of harassment generally involves:
- A supervisor requesting sexual favors in exchange for promotions
- Threats of termination for rejecting advances
- Promises of raises or preferred assignments for engaging in unwanted conduct
- Favorable scheduling based upon compliance
- Demotions or discipline after refusing inappropriate requests
Unlike hostile work environment claims, quid pro quo harassment often involves a direct exchange between a supervisor and an employee. Even a single incident may be enough to create a valid legal claim if it results in a tangible employment action.
Common Examples of Quid Pro Quo
Quid pro quo harassment can manifest in many ways, ranging from subtle implied threats to blatant explicit demands. A seasoned Las Vegas quid pro quo lawyer routinely encounters scenarios including, but not limited to, the following:
- The Promotional Ultimatum: A manager directly tells an employee that they will receive a highly coveted promotion or a substantial raise only if they agree to go out on a weekend date or engage in physical intimacy.
- The Threat of Termination: A supervisor hints or explicitly states that an employee will be laid off, fired, or given a poor performance review if they reject the supervisor's sexual advances.
- Conditional Job Offers: During an interview process in Las Vegas, a hiring manager implies to an applicant that the job is theirs, provided they submit to inappropriate physical contact or private meetings.
- Scheduling and Shift Coercion: A supervisor alters an employee’s schedule to unfavorable, low-income shifts or drastically cuts their hours as a direct punishment for refusing to respond to flirtatious text messages.
- Withholding Deserved Benefits: A supervisor refuses to sign off on an employee’s earned PTO, bonuses, or professional development opportunities unless the employee tolerates unwelcome touching or suggestive remarks.
At Holtz Matthews LLP, your satisfaction is our priority! See for yourself what our clients have to say about working with us.
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"Jordan is a skilled and enthusiastic lawyer that I have had the pleasure of working closely with."I recommend Jordan to anyone who is seeking legal advice in Entertainment.Fellow Attorney in Community
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Highest ethical and moral standards and someone who actually cares about his clients. In my experience, these are attributes often lacking from Los Angeles litigators.
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"Michael is a true gem!"In the very first five minutes of our conversation about my case, it was evident that Michael is different. We hadn't even started, and Michael was on the case, so well prepared, and so familiar with every aspect of the situation. Michael's informed perspective and knowledge of the industry is clear in every assessment he makes, and his wealth of experience saved me from many potential disasters. I am truly grateful to Michael for his generosity, and for him patiently and clearly explaining the important strategic details that ensured the success of my case.Former Client
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"Jordan is Extremely Helpful."We must have spoken to 7 different lawyers and Jordan had the best information and most concise plan of action. You can tell he is very knowledgeable in his field.Former Client
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"Michael is an outstanding attorney."
I have the highest regard for his capabilities.
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Why You Need Our Firm
Reporting a supervisor can be an intimidating prospect. You may fear immediate retaliation, being blacklisted in your industry, or not being believed. Employers often deploy powerful corporate defense attorneys to minimize their liability and discredit victims.
By retaining Holtz Matthews LLP, you level the playing field. Our legal team will:
- Preserve and Gather Evidence: We help you safely compile text messages, emails, performance reviews, and witness statements that substantiate your claim.
- Handle All Communications: From the moment you hire us, we handle all correspondence with your employer, their insurance company, and their legal counsel, insulating you from further harassment.
- Maximize Your Compensation: We fight to recover comprehensive damages, which may include back pay (lost wages), front pay, compensatory damages for emotional distress, punitive damages to punish egregious employer behavior, and the reinstatement of your position or benefits.
Call (818) 791-0555 to speak with our team in confidence.
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$65M RESULT
Client was the primary witness for the Wall Street Journal expose, entitled, "Dozens of People Recount Pattern of Sexual Misconduct by Las Vegas Mogul Steve Wynn", resulting in $55 million in fines levied against the company, a $10 million fine against Steve Wynn, and his removal from the gaming industry. The Nevada Gaming Control Board also changed its rules governing gaming licensees.
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$6.8M Result
Client was harassed and manipulated by high-level casino executives and forced to facilitate trafficking of women. The matter was resolved for a high seven-figure sum.
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$2.5M Result
Client was groped and propositioned by a top-level executive of a large multi-national company. The matter was resolved for a multi seven-figure sum.
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$2.4M Result
Client who worked for highly successful celebrity was discriminated against and harassed by company. The matter was resolved for multi seven-figure sum.
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$2.1M Result
Client, a female executive for a major studio and production company, was harassed and sexually assaulted by her male superiors. The matter was resolved for a multi seven-figure sum.
Frequently Asked Questions
What makes quid pro quo harassment different from a hostile work environment?
Quid pro quo harassment involves employment benefits or consequences being directly tied to accepting or rejecting unwanted advances. A hostile work environment generally involves ongoing harassment that creates an intimidating, offensive, or abusive workplace, even if no specific employment benefit is offered.
Does the harassment have to involve termination?
No. Quid pro quo harassment may involve promotions, raises, scheduling, assignments, bonuses, evaluations, or other employment decisions—not just termination.
Can one incident qualify as quid pro quo harassment?
Yes. A single incident may be sufficient if a supervisor conditions an employment decision on accepting unwanted conduct or retaliates after rejection.
What if I was fired after rejecting my supervisor?
Termination following the rejection of inappropriate advances may support both a quid pro quo harassment claim and a retaliation claim, depending on the circumstances.
Can men be victims of quid pro quo harassment?
Yes. Employees of any gender may experience unlawful workplace harassment.
What if I already resigned?
You may still have legal rights. Some employees resign because workplace conditions become intolerable, which may support additional legal claims depending on the facts.
Will my employer retaliate if I report harassment?
Retaliation for reporting unlawful workplace harassment is prohibited under both Nevada and federal law. If your employer disciplines, demotes, or terminates you for reporting misconduct, you may have an additional legal claim.
How long do I have to file a claim?
Employment claims are subject to strict filing deadlines that vary depending on the circumstances and the agency involved. Speaking with an attorney promptly helps protect your rights.
