All employees deserve a working environment free from hostility or abuse. Harassment based on any or a combination of these protected categories is unlawful.
Medical Conditions (Includes Cancer, HIV/AIDS)
Breastfeeding or Related Medical Conditions
Military and Veteran Status
Sexual harassment at work falls into two categories: quid pro quo and hostile work environment. The former occurs when an individual submits to sexual advances to obtain employment benefits. However, the latter occurs when an employee is subjected to an abusive work environment because of sexual harassment.
Under California FEHA, an employer is strictly (automatically) liable for sexual harassment committed by a supervisor. This applies whether or not the business owner knew about the offense. An employer is also liable for harassment committed by a non-supervisory employee if “the entity or its agents or supervisors knew or should have known of the conduct and fails to take immediate and appropriate corrective action.”
Under state and federal law, it is illegal for an employer to retaliate against an employee who made complaints of or opposed unwelcome sexual advances at work.
Undeserved performance reviews
Reduction in hours
If you believe you are a victim of workplace sexual harassment, call us now to schedule your consultation. Our experienced attorney will walk you through your available legal options.