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Sexual Harrasment Claims

“For 8 months, my manager made me come 15 min early to work and leave 20 min late. He told me to clock in at my regular time without the extra minutes. My cousin and my friend told me to see a lawyer. I found lawyer Edgar and in very fast time there was a settlement and I got more money than i thought. He was very fast, smart, and always phoned me about my case. I recommend this lawyer for everyone.” – Allen A.

GLENDALE WORKPLACE SEXUAL HARASSMENT ATTORNEY

FIGHT SEXUAL HARASSMENT AT WORK

Like all forms of harassment, sexual harassment should never be tolerated in the workplace. In addition to creating a hostile work environment, sexual harassment has far-reaching consequences including emotional trauma, lost opportunities, and more. However, several state and federal laws exist to protect employees from this type of harassment. Your rights deserve to be protected, and our experienced attorneys can help.

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If you or someone you know has suffered as a result of sexual harassment, turn to Manukyan Law Firm. Our sexual harassment lawyer in Glendale has extensive experience handling all kinds of harassment and discrimination cases. We are prepared to put our knowledge and skill to work for you.

To discuss your legal options, schedule an appointment with our law firm in Glendale, CA today. Reach out to get started on your sexual harassment case.

Sexual harassment is prohibited under Title VII of the Civil Rights Act of 1964. There are two different types of workplace sexual harassment: quid pro quo, and hostile work environment.

Quid pro quo sexual harassment is enacted by someone in a position of authority over the victim. An employer will imply worker’s employment or benefits are contingent upon the fulfillment of sexual requests. Promotions may be withheld or jobs threatened if the employee does not accept the sexual advances of their supervisor.

hostile work environment is created when an employee exhibits unwelcome sexual behavior. This includes words and actions that create an abusive atmosphere. This environment must be severe, persistent, and pervasive enough to affect an employee’s ability to work.

Other examples of sexual harassment include:

Employers have a duty to take action when they are made aware of workplace harassment. You may have grounds to file a complaint if you reported harassment to your employer and they failed to respond.

If you are facing workplace harassment, it is important to take action. When possible, you will want to make it clear to the harassing person that their behavior is wrong. You will also want to bring your concerns to a supervisor, manager, or other appropriate party.

You can also file with the Equal Employment Opportunity Commission (EEOC) or a similar agency. After performing an investigation, the agency you file with will issue a remedy and a Right to Sue. If you are not satisfied with their response, you can proceed with a lawsuit.

With a successful sexual harassment lawsuit, you can recover compensation for damages suffered. These damages depend on the harm you’ve suffered as a result of the harassment.

  • Back pay for wrongful termination, denial or a raise, and other factors resulting from the harassment
  • Reinstatement to your job if you were fired or forced to quit
  • Front pay to compensate for lost wages if reinstatement is not possible or practical
  • Pain and suffering for emotional harm caused by the harassment
  • Punitive damages to punish your employer for failing to stop the harassment, in egregious cases

It can be overwhelming to work towards a sexual harassment case, but you do not have to do it alone. Our lawyers for sexual harassment can help simplify this entire process. We can help you collect necessary information and file with the correct organizations to build a strong case.

Even if you are not the direct victim of a hostile or offensive work environment, you can still sue for harassment. Workplace harassment and discrimination affects everyone and results in a hostile work environment.

If you fear potential backlash, we also have experience protecting client rights in retaliation and whistleblower cases. We believe everyone deserves to feel comfortable in their place of employment, and we fight tirelessly on behalf of our clients.

We know that it can be emotionally difficult to file lawsuit for sexual harassment against your employer. We treat every client with compassion and care. When you work with us, your best interest is our priority. Please contact our Glendale Employment Lawyers for more legal assistance at Manukyan Law Firm.

If you are dealing with sexual harassment in the workplace, you are not alone. Manukyan Law Firm can help. Call (818) 559-4444.

No. To establish sexual harassment, you do not need to show that harassment was sexual in nature — you need to show that the conduct against you was because of your sex.

Under California law, quid pro quo sexual harassment can involve either a promise or a threat, including promising a promotion in exchange for sexual trade, or a demotion if the employee does not engage in sexual trade. An employee only has a valid complaint for quid pro quo sexual harassment if the supervisor follows through on the threat. If the supervisor does not follow through, then the employee will not have a claim for quid pro quo sexual harassment but may have a claim for hostile work environment sexual harassment.

When pursuing a sexual harassment case, it is important to have as much documentation as possible to corroborate your story. This means documenting all instances of sexual harassment, including dates, times, and actions in a journal that is kept safe and away from your workplace. Other evidence may include forwarding or printing emails involving proof of sexual harassment to a personal email address, so they can be preserved away from the workplace server. Sexual harassment victims should also save any text messages, voicemails, or other communications involving unwanted activity, so they can be reviewed later. Even if you do not believe certain factors are relevant to your case, keep them anyway. It is always better to have more information than less. We can determine what is and is not relevant later.

Under California law, when another employee is sexually harassing a coworker, he or she is personally liable for damages to the victim regardless of whether the employer knew or should have known about the harassment.

Conversely, employers are held strictly liable if the harassment was inflicted by a supervisor or the employer itself regardless of whether the employer knew or should have known about it and regardless of whether they took corrective action. The employer is also liable for damages if it knew or should have known about the harassment and failed to take immediate and appropriate corrective action to remedy it.

Employees may speak with a sexual harassment attorney any time they would like, so they understand their rights to hold their employer liable for the harm they have suffered. However, they cannot directly file a lawsuit as the first course of action. They must file an administrative action with the State of California Civil Rights Department (CRD) and obtain what is called a right-to-sue notice.

If CRD decides not to bring a civil action within 150 days of your complaint filing, it must notify you, so you can request the right-to-sue notice. Only after you have received a right-to-sue notice may you file a lawsuit in court.

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