Ehline Law Firm is a severe injury lawyer based in L.A., California. Injuries can happen in a car crash, slip or fall and even aboard a dream cruise vacation. But other injuries happen that are emotion based. Some can cross the line and end up in a rape or sex attack. Our venerable attorneys fight against all evildoers, whether the injury is physical or emotional.
California law defines sexual harassment regulations. These rules are in the Fair Employment and Housing Act (FEHA). The bill includes harassment based on a person’s gender or desire for sex. And it includes pregnancy, childbirth or related medical conditions. The regulations under the FEHA state sexual harassment is unwanted sexual advances. And this can be verbal or physical conduct by the harasser. This page discusses your rights, duties, and obligations under California law. It tells an employee and employer what to do when faced with sexual harassment issues.
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There are also regulations under the Fair Employment and Housing Commission (FEHC), are in step with the FEHA laws above. They are for protecting employee rights. Sexual harassment under the FEHC includes unwanted sexual advances. So these can be visual, verbal or physical. And it can take many forms including harassment of a person of the same sex as the harasser.
There are two types of sexual harassment against the rights of the employee. So this person is harassed by sexual advances, visual, verbal or physical. And it was by someone else or superior.
- Hostile Work Environment: This occurs when an employer permits the workplace to become hostile. So they do so by allowing an intimidating, oppressive or offensive work environment. And it could be verbal or physical sexual innuendo. So this is behavior adversely affecting the employee’s ability to work in workplace comfort. Women are the focus of sexual harassment. But men can also be victims of this type of behavior in some instances. (Read More about hostile work environment here.)
- Quid Pro Quo Harassment: This occurs when managers or supervisors engage in sexual advances. It is a violation to use this as a condition of employment. Same goes for remaining employed, getting benefits or promotions. (Learn more about Quid Pro Quo here.)
- Unwanted sexual advances
- Conduct that includes physical touching blocking movements or impeding circulation and assault.
- Harassment of verbal or graphic sexual abuse. Usually, it involves an individual’s body. But it could use of insulting words to describe an individual.
- Verbal use of derogatory comments, jokes, slurs or propositions of a sexual nature.
- Sexually obscene invitations, notes or letters.
- Visual sexual abuse may include sexual gestures, leering, or display of sexually suggestive objects. So that can add pictures, posters, vibrators, or cartoons.
- Employee benefits on the condition of or in exchange for sexual favors.
- Retribution such as reprisals or threats for a negative response to their harasser’s advances.
- Sexual harassment based on gender. And this may include targeting, hostile or offensive behavior.
Under California and federal law, sexual harassment is illegal. But when it happens, sexual harassment can destroy lives of the victims. It can ultimately ruin the business where the incident occurred as well.
Cases of sexual harassment at work can result in retaliation, discrimination or wrongful termination. The victim often is unsure of their legal rights. Also, they may not know whether they should pursue legal action form of a lawsuit or if they have no standing. When an employee believes they are a victim, consulting an attorney is the next move.
When an individual is sexually harassed, the first thing they should do is to keep a journal of the incidents. The diary should include when they occur by time and date. The report should also reflect the names of any witnesses along with a description of the event.
Next, follow the workplace process for reporting the sexual advances. Go to your superior or the human resources department of the company. And if employers fail to take action, or the behavior continues, employees can sue. Hence, the worker should seek the advice of an experienced sexual harassment attorney.
The attorneys at the law firm are knowledgeable about the laws. And they are experts at protecting the employee. So after discussing your claim, they can determine the best legal options for the victim.
When employers permit sexual harassment in the workplace, employees can dread working. Also, it is typical a female victim will be of the weaker sex physically. So this may make her extra fearful of contact with the larger, stronger male harasser. Also, she may be afraid of losing benefits, promotions or even her job.
Also, harassment can be in the form of comments, gestures, or jokes. But these were sexual advances. The employee has the right to report this to a supervisor or the Human Resources Department. Of particular concern, if it continues, laws are on the employee side. Hence, the victim can take action against the sexual harasser and even the employer.
Amazingly, sometimes an employer allows this behavior to continue. Most of all, the victim may deserve compensation for lost wages, benefits, and emotional suffering.
Accomplished attorneys at Ehline Law Firm handle sexual harassment cases. So these lawyers are compassionate to the emotional stress the employee has endured. As local attorneys in the Los Angeles, California area, we have reputable standing. So we are beloved in the community.
Also, the legal system, including peers, and judges know the firm has an outstanding reputation. Simply put, we are famous for protecting the rights of harmed individuals. Our seasoned lawyers are experts. Hence, we excel in negotiations and litigation.
This is true if the harassing behavior involved inappropriate touching, comments, or sexting. So photos, unwanted sexual advances or retaliation is prohibited. Our staff advocates for victimized and sexually harassed employees.
And this includes gender discrimination, wrongful termination and other violations of law. Hence, we work tirelessly to obtain justice and compensation for the harassed employee. Call now for a hassle free legal consultation. Why not speak with a bold advocate for your legal rights at (213) 596-9642?