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Sexual harassment can affect your health, your career, and your income. Although this activity is illegal, it is often subtle and can be difficult to prove. A toxic work culture that encourages these behaviors can make it seem that you have nowhere to turn.
At Aegis Law, our Long Beach employment law attorneys can collect evidence and develop a case so you can seek justice. Instead of facing an unbearable work situation, put your trust in our team. Contact us today to schedule a free consultation and learn more.
Our Long Beach sexual harassment lawyers can provide the following services:
You may hesitate to file charges because you worry about how it will affect your job and career. Retaliation against you for a sexual harassment claim is illegal and can be added to your legal complaint. When you share your story with us, we will take every action necessary to bring all liable parties to justice.
Sexual harassment includes any unwanted sexual contact, whether physical, verbal, or visual. The genders of the harasser and victim do not matter. What is important is that you do not want the contact.
Some examples include:
Perpetrators may face civil and even criminal penalties, depending on how severe the harassment is and how long it has continued. Your attorney will seek maximum punishment for those who have hurt you in the workplace.
California provides strong protections against sexual harassment in the workplace through the Fair Employment and Housing Act (FEHA). This law applies to employers with five or more employees and covers harassment based on sex, gender, gender identity, gender expression, and sexual orientation.
Government Code §12940(j)(1) states, “Harassment of an employee… because of sex… is unlawful.” FEHA also recognizes two primary forms of sexual harassment:
California law also imposes an affirmative duty on employers to prevent harassment. Government Code §12940(k) provides:
“An employer… shall take all reasonable steps necessary to prevent discrimination and harassment from occurring.”
This includes implementing policies, providing training, and responding promptly to complaints. Employers may be strictly liable for harassment committed by supervisors. For harassment by coworkers or third parties, liability may arise if the employer knew or should have known about the conduct and failed to take appropriate action.
Federal Laws
In addition to state law, federal protections exist under Title VII of the Civil Rights Act of 1964. Title VII makes it unlawful for employers with 15 or more employees to discriminate based on sex, which includes sexual harassment. It applies to hiring, firing, compensation, and other terms and conditions of employment. Federal law also recognizes both hostile work environment and quid pro quo harassment. The U.S. Equal Employment Opportunity Commission (EEOC) enforces these protections and investigates complaints filed by employees.
While Title VII provides important nationwide protections, California’s FEHA often offers broader coverage and stronger remedies, including applying to smaller employers and allowing for greater recovery in certain cases.
Sexual harassment is illegal both federally and in California under Title VII of the Civil Rights Act of 1964 and California’s Fair Employment and Housing Act (FEHA). When you have suffered this harassment, you have the options to report those responsible.
You can file a complaint with either the California Civil Rights Department (CRD) or the Federal Equal Employment Opportunity Commission (EEOC). You do not need a lawyer to file, but a sexual harassment attorney can help you protect yourself against retaliation from your employer.
If the issue is not resolved, you can file a lawsuit against those responsible. Employers have a duty to protect their employees from this behavior and must take all reasonable steps to prevent it. If they do not, they can be held liable.
Even if you do not lose or leave your job, you can seek compensation for sexual harassment at work. The criteria used to award financial relief depends on the type of harm you experienced.
Some common kinds of damages victims can claim include:
Employees may recover back pay for wages lost due to harassment, including:
If returning to the position is not feasible, courts may also award front pay for future lost income.
Sexual harassment often results in anxiety, humiliation, and emotional harm. California law allows recovery for these non-economic damages when supported by evidence.
In cases involving intentional misconduct or disregard for employee rights, punitive damages may be awarded to punish the employer and deter similar conduct.
Under FEHA, prevailing employees may recover reasonable attorney’s fees and litigation costs, making it possible to pursue claims without financial hardship.
Courts may also order non-monetary relief, including:
The value of a claim depends on the severity of the conduct, its duration, and its impact on the employee’s career and well-being.
At Aegis Law, our attorneys will assess your circumstances, build a powerful approach, and hold the wrongdoers accountable. Choose us because:
Proving sexual harassment requires demonstrating that the conduct was unwelcome and either severe or pervasive enough to alter the conditions of employment, or tied to a tangible employment decision. Doing so requires the following:
The first step is showing that the behavior occurred and was based on sex or gender. This may include:
Documentation, such as emails or messages, can be important evidence.
For hostile work environment claims, courts evaluate:
A single incident may be sufficient if it is particularly severe, while repeated conduct over time may also meet the standard.
In quid pro quo cases, the focus is on whether job decisions were tied to the conduct. For example:
These claims may be established based on a single incident.
Employers may be held liable if:
The analysis focuses on whether the employer took reasonable steps to prevent and correct the behavior.
Taking swift action can help protect your rights and preserve important evidence:
Keep a record of incidents, including:
Save any relevant communications, such as emails or messages.
Follow your employer’s reporting procedures, typically outlined in the employee handbook. Submit complaints in writing when possible and retain copies for your records.
Employers are required to investigate complaints and take corrective action. If the behavior continues or the response is inadequate, additional steps may be necessary.
An attorney can evaluate whether the conduct meets California’s legal standard of sexual harassment and guide you through the next steps. This may include filing a complaint with the California Civil Rights Department (CRD) or the EEOC. Filing a formal complaint is generally required before pursuing a lawsuit. Once the agency issues a Right-to-Sue notice you may proceed with a civil claim to recover damages.
Sexual harassment claims in California are subject to strict filing deadlines.
Under FEHA, most employees must file an administrative complaint with the CRD within three years of the last act of harassment. After filing with the CRD, you may request a Right-to-Sue notice.
If you choose to proceed under federal law, Title VII of the Civil Rights Act requires that a charge be filed with the EEOC within 300 days of the alleged harassment when California law also applies.
Once a Right-to-Sue notice is issued, you generally have one year to file a lawsuit in civil court.
In some cases, deadlines may be affected by ongoing harassment or delayed discovery of the conduct. However, these exceptions are limited, and relying on them can be risky. It is critical to have an employment attorney evaluate your situation as soon as possible to preserve your rights and ensure your claim is filed on time.
At Aegis Law, our Long Beach sexual harassment attorneys understand that you feel angry but vulnerable. You need compassionate, tenacious legal representation to help you recover physically, financially, and emotionally from this trauma. We protect your rights and manage all the uncomfortable legal complexities for you. Contact us to schedule a free consultation today.