Sexual Harassment Attorney
Sexual Harassment Attorney
Have you been touched inappropriately at work? Have you been stalked physically or electronically through text messages or e-mails? Were sexual advances made toward you at work that made you feel uncomfortable? Has a co-worker or manager told a sexual joke that you did not feel is funny? Does one of your managers or co-workers keep asking you out on a date but won’t take no for an answer?
A sexual harassment attorney can help you put a stop to sexual harassment. We can also help you recover compensation for your damages, and move forward in your career and life.
We Can Help You Bring a Sexual Harassment Claim Against an Employer
At The Rubin Law Corporation, we can help you. We have been successfully litigating sexual harassment cases since 1995, in the construction industry, services, sales, banking, automobiles, medical, oils and mining, aerospace, and other sectors. We have handled cases on behalf of men and women from all walks of life, whether professional, blue collar, or C-Suite Executive. Contact us today or call at 310-385-0777.
What Is Sexual Harassment According to the EEOC?
The U.S. Equal Employment Opportunity Commission (EEOC) defines sexual harassment to include harassing behavior in the workplace such as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
This can include quid pro quo offers of employment for sex or actions designed to cause you humiliation. Sexual harassment is a form of sex discrimination and may involve the following behavior by supervisors, customers, clients or co-workers:
- Unwanted sexual advances
- Offering employment in exchange for sexual favors
- Making threats after a negative response to sexual advances
- Making sexual gestures
- Displaying suggestive objects, pictures, cartoons or posters
- Making derogatory comments, slurs and jokes, including behavior that constitutes gender discrimination
- Making verbal sexual advances or propositions
- Threatening verbal abuse of a sexual nature
- Leering, impeding or blocking movements, touching
- Workplace harassment or hostile treatment of female workers because of their gender
What Can a Sexual Harassment Attorney Do for You?
Emotions often run high when you feel like you have been the victim of sexual harassment at work. It can be embarrassing and even humiliating, leaving you feeling defeated or angry. At The Rubin Law Corporation, our sexual harassment attorney will take aggressive action for you when sexual harassment has caused you to feel you are now working in a hostile work environment. We can help you with the following:
- Getting the necessary evidence from witnesses and personnel file documents even before the case officially begins;
- Protecting you in the litigation process from undue invasions of privacy (by utilizing the special protections under the law afforded persons alleging sexual harassment);
- Documenting emotional distress and related harms in order to maximize awards;
- Getting the discipline files of harassers;
- Attacking phony “investigations” intended to augment employer cover-ups and used by employers to undermine the complainant;
- Identifying acts by the employer that show ratification or approval of the harassment or that a supervisor perpetrated it.
We have years of experience handling these cases and as a result we know how to take the steps required in order to achieve the best results with the least possible wear and tear on our client. Indeed, on some occasions the cases settle even before they are filed in court. If would like a consultation, contact us today so that we may give you the advice you need to determine if you have a case.
Common Types of Sexual Harassment Cases
The following are the three most common types of sexual harassment cases people file with the Department.
Denied Job or Benefits Due to Refusal to Grant Sexual Favors
An employee is fired or denied a job or an employment benefit because he/she refused to grant sexual favors or because he/she complained about harassment. Retaliation for complaining about harassment is illegal, even if you can’t demonstrate that the harassment actually occurred.
Quit Due to Offensive Work Environment
An employee quits because he/she can no longer tolerate an offensive work environment, referred to as a “constructive discharge” harassment case. If you can prove that a reasonable person, under like conditions, would resign to escape the harassment, the court may hold the employer responsible for the resignation as if he/she had discharged the employee.
Exposed to Offensive Work Environment
An employee is exposed to an offensive work environment. Exposure to various kinds of behavior or to unwanted sexual advances alone may constitute harassment.
If you are experiencing sexual discrimination or harassment of any sort, contact a sexual harassment attorney at The Rubin Law Corporation. We can help you understand how sexual harassment law applies to your situation and work with you to create solutions.
When Is a California Employer Liable for Sexual Harassment?
Strict Liability for Supervisors
Employers are “strictly liable” (meaning automatically liable) for harassment by their “supervisors or agents”. In addition, the court can hold the harasser personally liable for damages.
The law requires an employer to “take all reasonable steps to prevent harassment from occurring.” An employer that fails to take such preventative measures can be held to account.
Where employers know of the harassment, they are liable for conduct of co-workers of the victim. The only way an employer can escape liability is if he/she had a program to prevent harassment, did not know of the harassment, and someone other than management conducted the harassment. That is one reason why it is important to report harassment immediately when it occurs.
Liability for Non-Employees
Employers may also be liable for the actions of non-employees (vendors, customers, etc.) whom they allow in the workplace and who harass employees if the employer knew or should have known of the conduct at issue and failed to take immediate and appropriate corrective action. For example, a restaurant manager who insists that a waitress serve male customers who sexually harass her leaves the restaurant open to a successful claim of sexual harassment. In determining whether they can hold an employer liable for the acts of non-employees, courts evaluate the control the employer had over the harasser and the employer’s other legal responsibilities with respect to that individual.
Workplace Harassment | Sexual Harassment in the Workplace
Both men and women in the workplace can be victims of sexual harassment. Victims may be working in minimum wage jobs or high-paying professions. Sexual harassment can occur in small businesses and large corporations and in a variety of industries. This includes entertainment, manufacturing, retail, medicine and government.
At The Rubin Law Corporation, our sexual harassment attorney in Los Angeles take action as soon as we take your case. By fighting sexual harassment aggressively, including in cases with multiple employees, our harassment lawyers often reach favorable outcomes without involving you in extensive litigation. Opponents who know our reputation for success know that we take sexual harassment seriously. We help clients with all harassment matters, including:
- Explaining legal options
- Providing insight into California’s sexual harassment laws
- Educating clients about recent developments in evidence needed in sexual harassment cases
- What to do if sexual favors were required for employment
Contact a California Sexual Harassment Attorney Today
Sexual harassment is illegal in many workplace situations. But our sexual harassment attorney can help you interpret the laws and how they may apply to your particular circumstances before you approach an employer. Contact us online or call 310-385-0777 to schedule a confidential consultation about your sexual harassment claim. We have offices in Los Angeles and Beverly Hills, and serve Sacramento, San Diego, and Orange County areas.