Quid Pro Quo Attorney in Maryland

Representing Maryland Workers Facing Quid Pro Quo Harassment Since 2008

Quid pro quo is Latin for “this for that.” In a workplace context, it describes a situation where someone in authority conditions a job benefit on an employee’s response to unwelcome sexual advances or threatens a job loss when an employee refuses. Under both federal and Maryland law, this conduct is unlawful sex discrimination. The Law Office of Andrew M. Dansicker represents employees throughout Maryland who are facing this form of workplace harassment, handling cases through negotiation, MCCR and EEOC complaint filings, and civil lawsuits.

Founded in 2008, our firm focuses exclusively on employment law. Our attorneys bring more than 45 years of combined experience advocating for workers who have been treated unfairly on the job.

If you believe you’re experiencing quid pro quo harassment at work, contact our Maryland employment attorneys today at (410) 213-3392 to schedule an initial consultation.

What Quid Pro Quo Harassment Looks Like

The harasser must be someone with authority over the employee’s working conditions, typically a supervisor, manager, or executive. A peer coworker can’t commit quid pro quo harassment because the exchange requires actual power over employment decisions.

The “exchange” can take many forms. A supervisor might offer a promotion, raise, favorable assignment, or continued employment in exchange for compliance or threaten demotion or termination when an employee refuses. The demand doesn’t have to be stated outright. An implied suggestion that job benefits depend on how an employee responds to sexual advances is enough to support a claim.

One common misconception is that prior compliance closes the door on a future complaint. It doesn’t. An employee who initially went along with a supervisor’s advances retains the right to file a harassment claim.

Quid pro quo harassment is also legally distinct from hostile work environment harassment. The hostile work environment theory typically involves a pattern of pervasive conduct that poisons the workplace over time. Quid pro quo harassment can arise from a single incident or demand, as long as there’s a direct link between a tangible employment action and an employee’s response to unwelcome sexual conduct.

Maryland & Federal Protections for Harassment Victims

Two separate legal frameworks protect Maryland employees from quid pro quo harassment. Title VII of the Civil Rights Act of 1964 prohibits this conduct as a form of sex discrimination and applies to employers with 15 or more employees. Maryland’s Fair Employment Practices Act (FEPA), enforced by the Maryland Commission on Civil Rights (MCCR), goes further: harassment complaints under state law can be filed against employers with as few as one employee, which means nearly every Maryland worker has recourse regardless of company size. Employers with 50 or more employees in Maryland must also report prior sexual harassment settlements to the MCCR.

On the question of employer liability, quid pro quo claims carry a significant legal consequence. Where harassment by a supervisor is established, Maryland law holds the employer strictly liable. The employer can’t escape liability by pointing to anti-harassment policies or corrective procedures, a defense available in some hostile work environment cases but not here.

Filing Deadlines for Maryland Harassment Claims

Deadlines vary depending on where and how you file, and missing one can foreclose your options entirely.

• MCCR complaint: 2 years from the date of the alleged harassment
• EEOC complaint: 300 days from the date of the alleged harassment (when a state agency like the MCCR is involved)
• Maryland Circuit Court civil lawsuit: 3 years from the date of the alleged harassment

Filing with the MCCR generally satisfies the filing requirement for the EEOC as well, since the two agencies share jurisdiction over employment harassment claims. Retaliation for reporting harassment or cooperating with an investigation is independently prohibited under both state and federal law, and a retaliation claim carries its own filing deadlines.

Even with Maryland’s longer filing windows, waiting works against you. Evidence becomes harder to reconstruct, witnesses’ recollections fade, and documentation can disappear. We handle MCCR and EEOC filings on behalf of our clients and work to build a complete record from the start.

Why Maryland Workers Choose Our Firm for Quid Pro Quo Cases

What distinguishes our approach is direct experience on both sides of employment law. We have represented both employees and employers in employment matters, which means we understand how companies and their counsel typically build their defenses when a harassment claim is filed. That insight shapes how we develop strategy, identify weaknesses in an employer’s position, and negotiate on a client’s behalf.

We maintain strong professional relationships with defense and in-house counsel across Maryland, which can open avenues for resolution that might not otherwise exist. Clients receive personalized attention throughout the process. We keep clients informed at each stage, focus on outcomes that align with their goals rather than ones we’ve decided for them, and offer after-hours and weekend meetings for those who need flexibility around their work schedules.

Talk to a Quid Pro Quo Lawyer in Maryland

If a supervisor has made your job benefits or job security contingent on tolerating unwelcome sexual conduct, you may have a claim under Maryland and federal law. The sooner you speak with an attorney, the more options you may have.

Our firm handles quid pro quo harassment cases for employees across Maryland, from initial consultation through resolution. We’re ready to listen and can give you an honest assessment of where you stand.

We also offer workplace harassment representation across a range of claim types for Maryland employees.

Contact The Law Office of Andrew M. Dansicker at (410) 213-3392 to schedule your initial consultation.