Recently, there have been several high-profile sexual harassment scandals, including the Weinstein and CBS cases. These prominent workplace sexual harassment and assault cases helped expose how companies protect predators while leaving victims without support. State law, however, gives you more power than ever to demand action when reporting sexual harassment in Mar Vista.
If you are thinking about reporting your employer, our workplace sexual harassment attorney at Employee Civil Rights Group will not be intimidated by your employer’s usual tactics. We will support you while we fight for the justice and dignity you deserve.
Sexual harassment includes inappropriate sexual comments, unwanted touching, and any other behavior that targets you based on sex or gender, making your workplace feel like a hard place to be. From dirty jokes to invasive questions, this type of conduct is against the law. If you are not sure whether you should inform your employer of the sexual harassment, do not hesitate to contact our Mar Vista lawyer with your questions.
There are two main types of harassment. Demanding something sexual in return for an employment benefit or perk is known as quid pro quo. When the sexual harassment is so severe or frequent that it makes doing your job miserable, the perpetrator is deemed to have created a hostile work environment. Both quid pro quo and hostile work environment harassment are illegal under the state’s Fair Employment and Housing Act.
Sexual harassment at work does not necessarily come from a supervisor or even a coworker. Clients, customers, subcontractors, and vendors can all be responsible for sexual harassment. Additionally, if your employer knows about the harassment and fails to address it, the company can be held liable.
A national study found that three out of four people who experience workplace harassment never report it. Speaking up about sexual harassment at work often feels like being a whistleblower. Too many people stay quiet because they have bills to pay. Aside from being uncomfortable, reporting harassment can lead to career consequences for the victim, such as being ostracized, losing shifts, or being labeled as difficult.
Our caring attorney at Employee Civil Rights Group knows how real these risks are, and our goal is to stand between you and any retaliation. Our Mar Vista attorney is passionate about protecting your rights and helping you take control, whether you prefer to walk away or report the sexual harassment and continue in your job.
In Mar Vista and throughout the state, reporting sexual harassment is backed by California Government Code § 12940, the state’s Fair Employment and Housing Act. This law makes it illegal for an employer to harass, retaliate against, or fire someone based on sex, gender identity, gender expression, or sexual orientation.
Before filing a lawsuit, you must first file a complaint with the California Civil Rights Department. This is known as exhausting your administrative remedies. You can let the agency investigate, or you can request an immediate Right to Sue letter. Once you have that letter, you have a one-year deadline to file your claim in court.
After reporting sexual harassment and initiating legal action in Mar Vista, like any case, evidence can make or break your chances of winning. You do not need to collect everything at once. Save emails, texts, direct messages, schedule changes, screenshots, and performance reviews. Keep a timeline with notes of what the person said or did, including the date and time of each occurrence and who witnessed it. Include times that you asked for help and when the atmosphere at work started to change.
Even if you do not have proof of every detail, documenting events helps to show patterns. Be aware, however, that you cannot record phone calls without the other person’s permission, and evidence of this nature is rarely admissible in sexual harassment claims. That said, written notes of what happened on a call after you hung up will generally be admissible.
Reporting sexual harassment in Mar Vista can be uncomfortable and awkward. Let our compassionate yet persistent lawyer at Employee Civil Rights Group help. Call us now to schedule your free consultation.
