SOUTHERN CALIFORNIA SEXUAL HARASSMENT LAWYERS
Sexual harassment is prohibited by federal and state law. Title VII of the Civil Rights Act of 1964 basically requires employers to prevent and/or stop sexual harassment in the workplace. This law applies to private and most public employers. California’s Fair Employment and Housing Act (FEHA) details sexual harassment, employer liability and complaint procedures. These laws are quite complex and it is advisable to consult with an experienced and knowledgeable sexual harassment attorney to determine what options may be available to you. Inland Empire Law Firm Fernandez & Lauby offers a complimentary sexual harassment case review. You can schedule this by calling 888-959-8508.
Southern California Workplace Harassment Attorneys
It is discouraging to know that employers still think they can get away with sexual harassment in an effort to make a person give up and quit. Your boss knows the rules. If you think you are the victim of sexual harassment, trust your gut. You probably are, and the person engaging in the illegal activity knows it.
The Supreme Court has ruled that sexual harassment is a form of sexual discrimination and, therefore, illegal in the workplace. The time to talk to experienced employment law attorneys is after you first start getting a sense that things just aren't right. The longer you wait to file a formal complaint, the more likely it is your employer will argue that you "enjoyed" or participated in the fun.
Sexual Harassment in California:
In California, a worker must be compensated with overtime pay for working either:
“The Fair Employment and Housing Act defines harassment because of sex as including sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions.”
Unwanted sexual advances
Visual, verbal or physical contact of a sexual nature
Sexual Harassment Violations Include the Following:
Offering employment benefits in exchange for sexual favors
Making or threatening reprisals after a negative response to sexual advances
Visual conduct: leering, making sexual gestures, displaying of suggestive objects or pictures, cartoons or posters
Derogatory verbal conduct
Verbal sexual advances, propositions
Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body
Physical conduct: touching, assault, impeding or blocking movements
Inland Empire Sexual Harassment Employer Liability:
Employers are prohibited from harassing employees, sexually or otherwise. If there are complaints of harassment, the employer may be found liable whether or not management was aware of the situation. Additionally, there are numerous employer obligations under the Fair Employment and Housing Act’s sexual harassment policy. A few examples include, but are certainly not limited to, the following:
Employers are required to take all reasonable steps to prevent discrimination and harassment
Employers must post sexual harassment posters and distribute sexual harassment material that details the illegality of sexual harassment
In workplaces with 50 or more employees, two hours of sexual harassment preventative training must be provided to supervisors
Many other requirements apply, ask your attorney
Trust Your Instincts - If It Feels Like Discrimination, It Probably Is
Not everything bad that happens on the job is sexual harassment. The fact is, some supervisors and managers simply do not have appropriate communication skills and things often come out in a way they did not intend. But there is a difference between boorish behavior and sexual harassment.
Contact a Riverside/San Bernardino Sexual Harassment Lawyer for a Complimentary Case Review:
If you believe you are or were a victim of sexual harassment in the workplace, Fernandez & Lauby can help you pursue the compensation that you may be entitled to. We provide personalized legal representation and have helped thousands of people over the years. Fernandez & Lauby offers a free case evaluation to assess your case and to discuss options that may be available to you. There are no upfront fees for contingency cases and no fees unless we resolve your case through settlement, verdict, award or judgment. To schedule your confidential case review, call Fernandez & Lauby at 888-959-8508.
Free Initial Consultation | Se Habla Espanol | No Attorneys Fees Unless You Win
If you suspect that you are a victim of harassment or discrimination because of your sex or sexual orientation, don't wait until the next incident. It's time to talk. The employment litigation team at Fernandez & Lauby LLP is recognized for our strong, intelligent and knowledgeable strategies that force employers to end the harassment and compensate you for damages suffered, including punitive damages.
We provide a free consultation to explain federal and state laws and help you determine whether to pursue a legitimate claim. If you hire us, you can be assured of having a team of experienced, successful trial attorneys standing up and fighting to protect your job and your rights.
Contingency fees: If your case has merit, we will represent you on a contingency basis. You won't pay attorneys fees unless we help you recover compensation for lost earnings and punitive damages that may be negotiated or assessed against your employer in a trial.
From our offices in Riverside, Palm Desert and Irvine, our lawyers represent victims of sexual harassment and discrimination in communities throughout Southern California. Contact us.