The workplace can be a source of daily stress even under the best circumstances, but there is a significant legal difference between having a tough manager and experiencing conduct that the law actually prohibits. Many employees in Southern California endure abusive, demeaning, or persistently uncomfortable conditions at work and wonder whether what they are going […]
When a supervisor tells an employee that their job, promotion, or raise depends on whether they comply with sexual demands, that is not a gray area — it is one of the most clear-cut violations of California and federal employment law, and it happens in Orange County workplaces more often than most people realize. No […]
Company restructurings can create conditions where sexual harassment goes unreported. California law fully protects employees during organizational changes. Learn your rights with Rubin Law Corporation.
Continue reading...California Cases Clarify the Scope Sexual harassment is often associated with the workplace, but under California law, it can extend beyond cubicles and conference rooms. The Fair Employment and Housing Act (FEHA) (Cal. Gov. Code § 12940 et seq.) prohibits harassment “in the workplace,” but courts have interpreted this broadly to include conduct outside normal working […]
Defining Sexual Harassment in FEHA Regulations When it comes to California’s Fair Employment and Housing Act (FEHA)—the best way to figure out your rights is to go to the source. Go to the FEHA regulations that provide a road map on what the legislation means. 1.1 General Prohibition Under 2 CCR § 11029, it is […]
Recent Developments and Practical Insights Key Legislative and Regulatory Developments Expanded Protections Under FEHA The Fair Employment and Housing Act (FEHA) extends to all employers, regardless of size, and covers employees, job applicants, unpaid interns, volunteers, and independent contractors. This ensures broad legal protection against workplace harassment and discrimination. Enhanced Employer Responsibilities California employers must […]
