Every morning, you walk into a workplace where a supervisor’s vulgar comments or a coworker’s unwelcome advances leave you on edge. California law does not ask you to tolerate that behavior, and a Costa Mesa sexual harassment lawyer can explain which protections apply, which evidence matters, and what options you have for responding.
Rubin Law Corporation helps employees across Southern California, including Costa Mesa, stand up to workplace sexual harassment. Located in Beverly Hills, we serve workers throughout the region and provide employment law help for Costa Mesa employees facing harassment, discrimination, and retaliation. We listen to what happened, review your options, and work toward a resolution that fits your goals.
What Counts as Sexual Harassment Under California Law?
California’s Fair Employment and Housing Act prohibits harassment, discrimination, and retaliation at work, and sexual harassment generally falls into two categories. California’s harassment protections apply to employers of every size. Quid pro quo harassment happens when a job benefit or protection is tied to sexual favors, while a hostile work environment develops when unwelcome conduct makes the workplace intimidating or abusive. Conduct like the following may qualify, depending on the facts.
- Unwelcome comments: repeated remarks about your body, clothing, or dating life, including jokes you asked someone to stop
- Physical contact: touching, hugging, or blocking your path after you made clear it was unwelcome
- Digital messages: suggestive texts, emails, or chat messages sent at any hour
- Job-related pressure: hints or demands that a promotion, schedule, or raise depends on a personal favor
Harassment may come from a supervisor, coworker, client, or vendor, and it can affect employees of any gender. A single incident may be serious enough in some cases, and a pattern of smaller incidents may add up in others. Because every workplace is different, we look at the full picture, including who was involved, how often it happened, and how your employer responded when you spoke up.
Your Legal Options and Filing Deadlines
California gives you more than one path, and the right choice depends on your goals, your evidence, and whether you still work for the employer. Each step has its own timelines, so early guidance may help you protect your rights.
Reporting Concerns to Your Employer
Many employees start by reporting the behavior to a supervisor or human resources in writing. Your employer’s anti-harassment policy may list who to contact, so check your handbook first. Employers must take reasonable steps to prevent and correct harassment, so a written report can create a record of when your employer learned about the problem and how it responded. Save screenshots, emails, and notes with dates, locations, and witnesses, and keep copies outside your work accounts.
Filing a Complaint With the Civil Rights Department
According to the California Civil Rights Department, a complaint must be filed within three years of the date of the alleged unlawful act. The agency may investigate, offer conciliation to try to settle the dispute, and even prosecute a case in court. Filing a sexual harassment complaint involves paperwork and strict deadlines, so we help you gather details, organize documents, and meet each deadline.
Negotiating a Resolution or Going to Court
Many cases may resolve through negotiation before a lawsuit is filed, which can offer more privacy. For example, an employee who left a job after repeated harassment may prefer a private settlement, while a current employee may mostly want the behavior to stop. When talks stall, we are prepared to litigate in court or arbitration. You can read more about your legal options after sexual harassment, including the benefits and tradeoffs of each approach.
Protection From Retaliation at Work
Speaking up is protected by law. Retaliation in the workplace can include demotions, negative performance reviews, heavier workloads, reassigned projects, or being shut out by coworkers. Retaliation is a separate violation of California law, so it may support its own claim. If you notice changes after reporting, tell us right away and keep a simple timeline showing when you reported and when each change happened.
Why Choose Our Employment Law Team
Our practice focuses exclusively on employees. Steven Rubin has dedicated decades to protecting workers, handling sexual harassment, whistleblower retaliation, discrimination, wrongful termination, and wage and hour disputes in state and federal courts throughout California. We regularly take legal action for individual employees against large employers, including publicly traded corporations, financial institutions, hospitals, and major retailers.
Our clients range from employees who need general employment law advice to high-level executives who need discreet legal representation. Whether you still hold your job and want guidance on a situation at work, or you have already left and want to resolve your claims before filing suit, we can help.
Contact Rubin Law Corporation for a Case Evaluation
Workplace sexual harassment can affect your confidence, your health, and your career, and you should not have to face it alone. Rubin Law Corporation has worked for California employees for three decades, and our attorney, Steven Rubin, is a Phi Beta Kappa graduate of Brown University with a law degree from USC.
If you work in Costa Mesa and believe you are facing sexual harassment, a conversation with our team can help you choose your next steps. Bring any messages, notes, or documents you have, and contact our office for a case evaluation to talk through what a claim might look like.
