Sexual Harassment

Sexual Harassment Attorney in Glendale

Our Glendale Employment Lawyer is Here to Help Protect Victims of Sexual Harassment.

Experiencing sexual harassment in the workplace can be one of the most uncomfortable, stressful, and hurtful issues to face. You may be afraid to speak up about it, for fear of negative repercussions for your job or social standing. However, employees in California are protected under state laws that forbid sexual harassment in the workplace. With the help of a skilled and compassionate employment attorney, you can be even more confident in your ability to address the situation effectively.

Our attorneys at HBK Lawyers APC always put clients first when dealing with a case of this nature. We can guide you through the process of filing a complaint and advocating for you if the issue escalates. Call today for your free consultation!

How is Sexual Harassment Defined?

Sexual harassment is defined as:

“…unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser.”

Behaviors that are considered sexual harassment fall under two different categories: “quid pro quo” harassment and actions that create a “hostile work environment.” Quid pro quo harassment is when a supervisor offers employment benefits or promotions to an employee in exchange for sexual favors, or threatens demotion or negative consequences if he or she refuses to give the favors.

Actions that would count as sexual harassment causing a hostile work environment include:

  • Making sexual gestures or displaying sexually suggestive items or other visuals
  • Verbally making comments of a sexual nature regarding another individual or his or her body, including derogatory comments or jokes
  • Physical assault
  • Physically touching another individual or blocking their movements
  • Retaliating or threatening to retaliate if a coworker rejects one’s sexual advances

Understanding Your Rights as a Victim of Sexual Harassment

As a victim of sexual harassment, it is important to know that you have legal rights and protections under both federal and state laws. At Haig B. Kazandjian Lawyers, we are dedicated to helping victims of sexual harassment navigate the legal process and seek justice for their experiences.

Here are some key rights that you have as a victim of sexual harassment:

  • The right to a safe and respectful work environment: You have the right to work in an environment free from any form of sexual harassment. This includes protection against unwelcome advances, comments, or any other behavior that creates a hostile work environment.
  • The right to report the harassment: You have the right to report any incidents of sexual harassment to your employer or the appropriate authority within your organization. Your employer is legally obligated to address your complaint and take appropriate action to stop the harassment.
  • The right to protection against retaliation: It is illegal for your employer to retaliate against you for reporting sexual harassment. If you experience any negative consequences, such as demotion, termination, or a hostile work environment as a result of reporting, you have the right to take legal action.
  • The right to seek compensation: If you have suffered physical, emotional, or financial harm as a result of sexual harassment, you have the right to seek compensation for your damages. This can include medical expenses, lost wages, pain and suffering, and more.

At Haig B. Kazandjian Lawyers, we understand the sensitive nature of sexual harassment cases and the impact they can have on your life. Our experienced attorneys are here to provide compassionate support and fight for your rights every step of the way.

What Do I Need to Prove?

Just one instance of quid pro quo harassment is enough to file a lawsuit. However, sexual harassment that creates a hostile work environment must either be deemed "severe," or must occur repeatedly such that the behavior is unreasonably interfering with your ability to work or has created a hostile environment. Referring to the list of behaviors above, most of those instances of harassment would need to occur on multiple occasions for you to have a case. However, something like assault or another extreme offense could be considered "severe" enough to only require one occurrence before a complaint would be accepted.

After filing a complaint, the Department of Fair Housing and Employment will respond by initiating attempts at reconciling the issue between you and the harasser. If this is not possible, they will conduct an investigation that will involve taking testimonies from witness and coworkers. If there is enough cause to believe harassment was or is present, the parties will have one last chance to resolve the matter in mediation before the issue is brought to court in a lawsuit.

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