If you are experiencing sexual harassment at work, you generally have two paths for holding your employer accountable: reporting the conduct internally, and, if that does not resolve the problem, filing a formal complaint with a government agency such as the California Civil Rights Department (CRD) or the U.S. Equal Employment Opportunity Commission (EEOC). Filing […]
Every day when you head to your job, you should expect a work environment where fairness and respect are the norm. While people often think harassment or discrimination only comes from a coworker or a supervisor, sometimes these harmful behaviors come from someone outside your immediate workplace, such as a client, vendor or visitor. What […]
The term quid pro quo is a Latin phrase that translates to “something for something” or “what for what.” In workplace environments, it is often linked to sexual harassment claims. Title VII of the Civil Rights Act identifies two main types of harassment: quid pro quo and hostile work environment. In quid pro quo cases, […]
Under both federal and state law, most employers in California must adhere to regulations that prohibit discrimination and harassment in the workplace. Employers are required to act when an employee complains about sexual harassment or harassment based on protected categories such as religion, race, age, or disability. According to state law, employers must actively work […]
It may not seem like it, but sexual favoritism is a type of sexual harassment. It occurs when employees who are involved in a consensual romantic or sexual relationship with a superior receive preferential treatment in the form of promotions, raises, or other job-related benefits. Although the relationship and the favors granted might be consensual, […]
Harassment by coworkers is one of the most traumatic experiences an employee may go through. For the protection of employees against this type of harassment, California’s Fair Employment and Housing Act (FEHA) says that an employer may be held liable for workplace harassment even if the perpetrator was not a supervisor but only a coworker. […]
