Sexual Harassment Lawyers in Sacramento

Illegal sexual harassment on the job may include the following:

• Overt physical actions, such as unwanted touching
• Implied or expressed coercion for sexual favors in exchange for advantages on the job, such as promotions or raises
• Unwanted flirtations and/or jokes or teasing of a sexual nature

When such behaviors are persistent and your employer allows them to continue, you may be subjected to a hostile work environment. You have every right to expect this situation to stop, especially after you have reported the offenses to a supervisor, coworker, or government authority.

You may have a valid claim or lawsuit against your employer when your ability to work under these conditions is impacted.

Laws Governing Sexual Harassment in California

As an employee in California, you are protected through both state and federal laws, including:

• The California Constitution, which bans discrimination by public or private employers on the basis of sex, race, creed, color, and national or ethnic origin
• California’s Fair Employment and Housing Act (FEHA), Government Code Section 12940(j)( 1), which bans discrimination based on sex or sexual orientation, including intimidating or offensive behaviors, whether motivated by sexual desire or not
• Title VII of the federal Civil Rights Act, which protects employees from severe and pervasive sexual harassment

These laws make it illegal for your employer to discriminate against employees based on their gender, and sexual harassment falls under this category of discrimination. You deserve to be free of either of these types of sexual harassment:

• Quid pro quo: For example, has a senior manager or another employee demanded sexual favors from you in exchange for a promotion, a job, or another workplace benefit?
• Hostile work environment harassment: Does a supervisor or another employee make sexually suggestive comments, gestures, or advances? Do they subject you to pictures, emails, texts, touches, or off-color humor that unreasonably interfere with your work performance?

Your employer can be held liable for failing to prevent this type of behavior, even if it comes from a nonemployee customer or an independent contractor.