Workplace Harassment Lawyer in Glendale
Compassionate Yet Aggressive Help from Manukyan Law Firm: (818) 559-4444
Do you dread going into work every day because you’re being harassed? Whether you’re dealing with quid-pro-quo harassment or a hostile work environment, you are not alone. Our Glendale employment lawyer is standing by to help.
Why Call Our Employment Law Firm?
- No Upfront Legal Fees
- Multilingual Services Offered
- Consistent Track Record of Results
- Highly Rated by Peers
We know how damaging workplace harassment or discrimination can be, and we fight tirelessly to protect the rights of our clients. We understand how emotionally difficult it is to face workplace harassment, and we also know how challenging it is to decide to file a suit against your employer. With this in mind, we are proud to provide legal representation that is always focused on compassion and supporting client needs.
To discuss your legal options with our workplace harassment lawyer, call Manukyan Law Firm at (818) 559-4444.
Recognizing Workplace Harassment
While some forms of harassment are easily identified, other, subtle forms of bullying are equally unacceptable. For example, it is considered a type of quid pro quo harassment (also referred to as “this for that” harassment) if an employer or supervisor requires you to participate in specific religious activities as a condition of your employment. Similarly, unnecessary touching or commenting on the physical appearance of an employee or coworker are signs of a hostile work environment.
Other examples of workplace harassment include:
- Telling jokes that are considered “off-color,” such as those based on race, religion, gender, sexuality, disability, etc.
- Talking about sexual activities, being sexually suggestive
- Displaying images that are either insensitive (such as racially insensitive) or sexually suggestive
- Demeaning behavior
- Crude language and indecent gestures
- Exhibiting hostility or hostile physical behavior
- Sabotaging a victim
- Denying promotions or other advancement opportunities when an employee refuses sexual advances
- Retaliating against an employee
Knowing when to contact an employment lawyer can be challenging, but if you feel like you’re being harassed, it is worth speaking with an experienced attorney whom you trust. A lawyer will discuss your situation with you and help you understand all of your legal options.
WHICH STATE AND FEDERAL LAWS PROTECT CALIFORNIA EMPLOYEES FROM WORKPLACE HARASSMENT
Workplace harassment can occur anywhere, in any position, profession, or industry in California.
Many of the same laws that protect workers from discrimination also protect employees from harassment in the workplace. However, unlike certain discrimination protections that extend to employees who work for companies with five or more employees, our laws prohibit harassment in the workplace, no matter the company’s size, the number of employees, or whether it operates publicly, privately, in labor organizations, or in/for employment agencies.
They include:
- Title VII of the Civil Rights Act of 1964 protects employees and job applicants from employment discrimination based on their inclusion in a protected category. Although Title VII does not explicitly prohibit harassment, courts interpret discrimination on an unlawful basis to include harassment.
- The Age Discrimination in Employment Act of 1967 (ADEA) protects persons 40 years of age or older from age-based employment harassment.
- The Americans with Disabilities Act (ADA) prohibits employment discrimination against qualified individuals with both physical and mental disabilities from harassment in the workplace.
The Fair Employment and Housing Act (FEHA) is a California state law that governs many types of harassment faced by employees, unpaid interns, job applicants, and some independent contractors.
WHEN IS A CALIFORNIA EMPLOYER RESPONSIBLE FOR WORKPLACE HARASSMENT?
With very few exceptions, California employers are responsible for workplace harassment when someone who can hire, promote, direct, discipline, or fire an employee is the one who is harassing another individual or group of people.
The employer may also be responsible for the harassment or hostile work environment if they knew — or should have known — about the behavior and failed to take corrective actions to protect the employee. This may include instances where one employee, who is not a manager or supervisor, is harassing another individual.
We Work for You, Not Your Employer
A workplace harassment suit can be daunting, especially since many employers have easy access to legal representation. Additionally, many victims of workplace harassment report feeling ostracized by their peers. At Manukyan Law Firm, we know how difficult this process can be, and we are dedicated to supporting our clients with compassionate advocacy. We believe no one should feel unsafe in their place of work, and we work hard to hold employers accountable.
Our workplace harassment lawyer in Glendale is here for you. Get the support you deserve by calling (818) 559-4444.
FREQUENTLY ASKED QUESTIONS FOR OUR WORKPLACE HARASSMENT ATTORNEY IN GLENDALE, CALIFORNIA
What is Not Considered Workplace Harassment?
In most harassment cases, the critical question is whether a hostile work environment has been created by the harassing behavior. Hostile work environment harassment is conduct that is so pervasive that an abusive work environment is created. The improper conduct must be severe, frequent, or both. Workplace harassment must also subjectively offend, humiliate, or distress the victim. Simple slights, jokes, or minor annoyances from their employer, supervisor, coworkers, or another third party associated with the organization may not rise to the level of illegal behavior.
Do Isolated Incidents of Workplace Harassment Constitute a Complaint?
In hostile work environment claims, isolated incidents of inappropriate conduct are usually not enough to rise to the level of unlawful harassment. However, it is worth speaking to your supervisor or human resources department about, so the incident is on file, in case a pattern emerges. Employees must be able to show a concerted pattern of harassment of a repeated, routine, or generalized nature. If the single incident is extremely severe, their case may proceed. Talk to our experienced workplace harassment attorney in Glendale to understand your legal rights and options to pursue a claim, so your rights are protected going forward.
Are California Employers Required to Provide Harassment Training for Employees?
According to the California Civil Rights Workplace Harassment Guide, an employer having five or more employees must provide at least two hours of classroom or other effective interactive training and education regarding sexual harassment to all supervisory employees and at least one
hour of classroom or other effective interactive training and education regarding sexual harassment to all nonsupervisory employees in California within six months of their assumption of a position. This training must be provided once every two years.
Are California Employers Required to Provide Written Harassment Policies?
Employers in California are required to develop and distribute a written policy regarding the prevention of harassment, discrimination, and retaliation against employees. The policy is subject to certain specific requirements, which include outlining all protected categories covered under the California Fair Employment and Housing Act (FEHA).
The written policy must also include:
- The law prohibits coworkers, third parties, supervisors, and managers from engaging in practices unlawful under FEHA.
- A complaint process.
- A complaint mechanism that does not require an employee to complain directly to his or her immediate supervisor.
- Instruct supervisors to report any complaints of misconduct to a designated company representative, which may include a human resources manager, so the company can try to resolve the claim internally.
- Indicate that when an employer receives allegations of misconduct, it will conduct a fair, timely, and thorough investigation that provides all parties with appropriate due process and reaches reasonable conclusions based on the evidence collected.
- State that confidentiality will be kept by the employer to the extent possible, but it cannot indicate that the investigation will be completely confidential.
- Indicate that if at the end of the investigation misconduct is found, appropriate remedial measures will be taken.
- Make clear that employees shall not be exposed to retaliation because of lodging a complaint or participating in any workplace investigation.
- Post a specific anti-discrimination and harassment notice from the Civil Rights Department in a “prominent and accessible” location in the workplace.
Additionally, employers should distribute a sexual harassment brochure, or an information sheet prepared by the Civil Rights Department, unless they have informational documents with equivalent information.
