Best Sexual Harassment Attorney in Los Angeles

Sexual harassment in the workplace is a serious issue that affects countless employees across various industries. It not only creates a hostile work environment but also violates the rights of individuals to work in a space free from intimidation, coercion, and unwelcome advances. Understanding your rights and knowing when to seek legal assistance is crucial in addressing and preventing sexual harassment. The Akopyan Law Firm is dedicated to representing victims of sexual harassment, ensuring they receive the justice and compensation they deserve.

Understanding Sexual Harassment

Sexual harassment is defined as any unwelcome behavior of a sexual nature that affects the dignity of men and women at work. It includes unwelcome physical, verbal, or non-verbal conduct. While it can happen to anyone, regardless of gender, women are disproportionately affected by sexual misconduct and abuse in the workplace.

Types of Sexual Harassment

Sexual harassment can manifest in different ways, each with unique characteristics and implications. Understanding the various forms of harassment can help victims recognize and report inappropriate behavior.

Quid Pro Quo Harassment: This occurs when submission to sexual conduct is explicitly or implicitly made a condition of employment. For example, a supervisor might offer a promotion in exchange for sexual favors or threaten to demote an employee who refuses such advances.

Hostile Work Environment: This form of harassment occurs when unwelcome sexual conduct creates an intimidating, hostile, or offensive working environment. It could involve inappropriate jokes, comments, or actions that interfere with an employee’s ability to perform their job. A single incident might not create a hostile environment, but repeated actions can.

Examples of Sexual Harassment

Sexual harassment can take many forms, some of which might seem subtle or ambiguous. However, any behavior that makes an employee feel uncomfortable, threatened, or demeaned could be considered harassment. Examples include:

  • Unwelcome sexual advances or propositions.
  • Inappropriate touching or physical contact.
  • Sexually suggestive comments or jokes.
  • Displaying sexually explicit materials, such as posters or screensavers.
  • Sending inappropriate emails, texts, or messages.
  • Making derogatory comments about someone’s appearance or body.

California Sexual Harassment Laws

California has some of the most comprehensive laws in the country when it comes to protecting employees from sexual misconduct. These laws are designed to ensure that all employees, regardless of their position or industry, can work in a safe and respectful environment.

Fair Employment and Housing Act (FEHA)

The Fair Employment and Housing Act (FEHA) is one of the primary laws that protect employees in California from sexual harassment. Under FEHA, it is illegal for employers to harass an employee, job applicant, or contractor because of sex, gender, gender identity, or gender expression. The law also prohibits retaliation against anyone who opposes sexual harassment or participates in an investigation or lawsuit. FEHA applies to all employers in California with five or more employees. It covers both public and private employers, as well as labor organizations and employment agencies.

Title VII of the Civil Rights Act of 1964

Title VII is a federal law that prohibits employers from discriminating against employees on the basis of sex, race, color, national origin, and religion. This includes prohibiting sexual violation in the workplace. While Title VII applies nationwide, California’s FEHA often provides broader protections, making it a critical law for California employees.

Other Relevant Laws

California Labor Code Section 1102.5: Protects employees from retaliation for reporting illegal activities, including sexual coercion.

California Civil Code Section 51.9: Allows victims of sexual exploitation to seek damages if the harassment occurred in a business relationship.

California Government Code Section 12950.1: Requires employers with five or more employees to provide sexual harassment prevention training to supervisors and non-supervisory employees.

Recognizing Sexual Harassment

Recognizing sexual harassment in the workplace is the first step in combating it. While some cases are overt and easily identifiable, others can be subtle and insidious, gradually creating a hostile environment.

Subtle Forms of Harassment

Not all harassment is blatant. In some cases, it may manifest in subtle behaviors that can be just as harmful as more obvious actions. These might include:

Microaggressions: Small, often unintentional, comments or actions that can be dismissive or degrading.

Exclusion: Deliberately excluding someone from meetings, projects, or social events because of their gender or refusal to engage in sexual behavior.

Undermining: Sabotaging someone’s work or spreading rumors to tarnish their reputation as retaliation for rejecting advances.

The Impact of Sexual Harassment

The effects of sexual harassment extend far beyond the immediate discomfort or humiliation. Victims may experience long-term emotional and psychological distress, including anxiety, depression, and post-traumatic stress disorder (PTSD). In severe cases, the harassment can drive employees to leave their jobs, which can lead to financial instability and career setbacks.

Steps to Take if You Experience Sexual Harassment

If you believe you are a victim of sexual harassment, it is essential to take action. While it may be difficult to confront the situation, there are several steps you can take to protect yourself and build a case.

Documenting the Incidents

The first step is to document every instance of harassment. Keep detailed records of what happened, when, where, and who was involved. Save any emails, texts, or messages that could serve as evidence. This documentation will be crucial if you decide to file a complaint or pursue legal action.

Reporting the Harassment

Most companies have policies and procedures for handling sexual harassment complaints. Report the harassment to your supervisor, human resources department, or another designated person within your company. Be sure to follow up in writing and keep copies of all correspondence.

If the harassment involves your supervisor, or if you do not feel comfortable reporting the harassment internally, you may need to seek help from outside the company.

Filing a Complaint with the EEOC or DFEH

If your employer does not take appropriate action, or if the harassment continues, you can file a complaint with the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These agencies are responsible for investigating claims of sexual harassment and discrimination.

EEOC: The EEOC is a federal agency that enforces civil rights laws against workplace discrimination, including sexual misconduct.

DFEH: The DFEH is a California state agency that enforces the state’s civil rights laws, including FEHA.

Filing a complaint with either agency is a critical step in holding your employer accountable and seeking justice.

How a Sexual Harassment Attorney Can Help

Navigating the complexities of sexual harassment law can be challenging. An experienced attorney can provide the guidance and support you need to protect your rights and pursue a successful claim.

Role of an Attorney

A sexual harassment attorney can assist you in several ways:

Investigation: An attorney will conduct a thorough investigation of your case, gathering evidence, interviewing witnesses, and reviewing company policies and procedures.

Negotiation: Before taking your case to court, your attorney may attempt to negotiate a settlement with your employer. This could result in compensation without the need for a lengthy trial.

Litigation: If a settlement cannot be reached, your attorney will file a lawsuit on your behalf and represent you in court. They will work to prove your case and secure the maximum compensation for your damages.

Benefits of Legal Representation

Having an attorney on your side increases your chances of a successful outcome. An experienced lawyer knows the law, understands the tactics used by employers to defend against harassment claims, and can navigate the legal system effectively.

What to Expect During the Legal Process

The legal process for a sexual abuse case can be lengthy and complex. Understanding the steps involved can help you prepare for what lies ahead.

Initial Consultation

Your first step will be to meet with an attorney for a consultation. During this meeting, the attorney will review your case, discuss your legal options, and help you decide whether to move forward with a claim.

Filing a Complaint

If you decide to pursue legal action, your attorney will help you file a formal complaint with the EEOC or DFEH. This complaint must be filed within a specific time frame, so it is crucial to act quickly.

Investigation

Once a complaint is filed, the EEOC or DFEH will conduct an investigation. This may involve interviewing witnesses, reviewing documents, and gathering evidence. The goal is to determine whether there is sufficient evidence to support your claim.

Negotiation and Mediation

Before going to court, your attorney may attempt to resolve the case through negotiation or mediation. This process allows both parties to discuss the issues and reach a settlement without a trial. If a settlement is reached, the case is resolved, and you will receive compensation.

Trial

If a settlement cannot be reached, the case will go to trial. Your attorney will present your case, including all evidence and witness testimony, to prove that you were a victim of sexual harassment. The trial process can be lengthy, but it is an opportunity to seek justice and hold your employer accountable.

Potential Outcomes and Compensation

The outcome of a sexual harassment case can vary depending on the circumstances. However, if your case is successful, you may be entitled to various forms of compensation, including:

Back Pay: Compensation for lost wages due to the harassment or wrongful termination.

Emotional Distress: Damages for the emotional and psychological impact of the harassment.

Punitive Damages: In some cases,

Los Angeles County is one of the biggest in the country. According to the United States Census Bureau Los Angeles County is home to more than ten million people. It has been reported that Los Angeles County has more lawyers by far than any other county in California. In fact, it has three times the number of the next biggest county for lawyers, San Francisco. Suffice it to say that victims of sexual abuse have many options when looking for attorneys in Los Angeles.

sexual harassment in the workplace lawyerWhat Should I Look for in a Los Angeles Sexual Harassment Attorney?

When choosing the right sexual harassment attorney in Los Angeles, among the most important qualities to look for are knowledge and experience. Some areas of law are rather simple and not very complicated. Other areas of law are more complex and more difficult to navigate. The law of sexual harassment specifically, and employment law, in general, is rather nuanced. Consequently, it is important for victims to be represented and/or guided by an attorney who knows and understands the law and has plenty of experience handling these kinds of cases. Therefore, so many victims of sexual harassment in the workplace have turned to the Akopyan Law Firm A.P.C. when seeking a sexual abuse attorney in Los Angeles, CA. Each sexual harassment lawyer of the Akopyan Law Firm, A.P.C. has handled countless sexual harassment lawsuits on behalf of victims of workplace sexual exploitation.

Another important quality to look for is the ability to deliver results. Some sexual harassment attorneys in Los Angeles have a track record of positive outcomes and good results. Others do not. Each of the two sexual harassment lawyers from Akopyan Law Firm, A.P.C. has achieved excellent results for their clients.

Last but not least, personality matters. The successful handling of a sexual harassment case requires more than just talent in the courtroom. Unlike most other kinds of cases, sexual assault cases are very delicate. The best sexual harassment attorneys in Los Angeles know that they have to do more than just successfully handle court proceedings. They need to also be, in a sense, their client’s confidant, advisor, therapist, and healer. Good bedside manner is especially important in these kinds of cases. We are proud of the top-notch service we provide, but we do not want you to take our word for it – See what our clients have to say! The relationships we build with our clients often outlast the life of the case.

Finding The Right Sexual Harassment Attorney in Los Angeles

Victims of workplace harassment can try to find a labor lawyer by running online searches for “Sexual harassment attorney in Los Angeles, CA” or “Los Angeles sexual harassment lawyer” or “best sexual harassment lawyer in LA” but this may not be the best way to go. You may end up speaking with an assistant, and never hearing from a real sexual harassment attorney. What is more, you never know whose website you might end up on. With the constant onslaught of lawyer advertising, it can be difficult for victims of sexual harassment to determine if the attorney they have found is actually an excellent lawyer, or simply one with a large advertising budget.

One thing a potential client should consider doing is asking the sexual harassment attorney to provide references. A good sexual misconduct attorney in Los Angeles should be willing to provide the names and phone numbers of opposing attorneys they have gone up against, who can vouch for the quality of their work. If a former client is comfortable with the attorney doing so, he or she should also be willing to provide the name and phone number of a past client who can talk about their experiences with the lawyer.

If you wish to speak directly with an experienced sexual harassment lawyer in Los Angeles personally, contact the Akopyan Law Firm, A.P.C. and speak to one of our attorneys. Each of our attorneys has more than a decade of experience in sexual harassment law and is ready to speak with you directly about your specific situation.

Featured Sexual Harassment Case:

Beltran v. Hard Rock Hotel Licensing, Inc., 97 Cal. App. 5th 865, 315 Cal. Rptr. 3d 842 (2023), review filed (Jan. 16, 2024)

An employee filed a hostile work environment sexual harassment against her employer wherein she alleged that she was sexually harassed by her superior. The employer moved for summary judgment.  The Superior Court granted the motion. The employee appealed. The Court of Appeal held that a genuine issue of material fact existed as to whether hostile work environment existed, precluding summary judgment.  Notably, the unpublished portion of the appellate opinion provides as follows:  It is an unlawful employment practice for “an employer … to harass an employee.” (§ 12940, subd. (j)(1).) “The existence of a strong public policy against sexual harassment in the workplace is indisputable. The public policy on this point is well defined and clearly expressed in state and federal law.” (City of Richmond v. Service Employees Internat. Union, Local 1021 (2010) 189 Cal.App.4th 663, 671, 118 Cal.Rptr.3d 315.) Under California law, an employer is strictly liable for harassing conduct of its agents and supervisors. (§ 12940, subd. (j)(1).) *878 101112“Sexual harassment consists of any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature. [Citation.] It usually arises in two contexts. ‘Quid pro quo’ harassment conditions an employee’s continued enjoyment of job benefits on submission to the harassment. ‘Hostile work environment’ harassment has the purpose or effect of either interfering with the work performance of an employee or creating an intimidating workplace.” (Rieger v. Arnold (2002) 104 Cal.App.4th 451, 459, 128 Cal.Rptr.2d 295.) FEHA is to be construed liberally to accomplish its purposes. (§ 12993.) Sexual harassment law in California requires an employee to prove “severe or pervasive” harassment. (§ 12923.) Prior to 2019, this requirement was quite a high bar for plaintiffs to clear, even in the context of a motion for summary judgment. But section 12923, which went into effect on January 1, 2019, clarified existing law in numerous respects. One such clarification, codified in subdivision (b), stated that “[a] single incident of harassing conduct is sufficient to create a triable issue regarding the existence of a hostile work environment if the harassing conduct has unreasonably interfered with the plaintiff’s work performance or created an intimidating, hostile, or offensive work environment.” ( § 12923, subd. (b).) The Legislature therefore explicitly rejected Brooks v. City of San Mateo (2000) 229 F.3d 917, 926 [holding that “If a single incident can ever suffice to support a hostile work environment claim, the incident must be extremely severe”].) Section 12923, subdivision (a), also clarified that a hostile work environment exists “when the harassing conduct sufficiently offends, humiliates, distresses, or intrudes upon its victim, so as to disrupt the victim’s emotional tranquility in the workplace, affect the victim’s ability to perform the job as usual, or otherwise interfere with and undermine the victim’s personal sense of well-being.” The plaintiff is not required to show a decline in productivity, only “that a reasonable person subjected to the discriminatory conduct would find, as the plaintiff did, that the harassment so altered working conditions as to ‘make it more difficult to do the job.’ ” (See Harris v. Forklift Systems (1993) 510 U.S. 17, 25, 114 S.Ct. 367, 126 L.Ed.2d 295 (conc. opn. of Ginsburg, J.).) Further, as pertinent here, section 12923, subdivision (e), states: “Harassment cases are rarely appropriate for disposition on summary judgment.” (See **854 Nazir v. United Airlines, Inc. (2009) 178 Cal.App.4th 243, 286, 100 Cal.Rptr.3d 296.) In response to section 12923, the Judicial Council of California revised its jury instructions on sexual harassment. The new instruction on the conduct that is considered sufficient to establish a harassment claim states: “ ‘Severe *879 or pervasive’ means conduct that alters the conditions of employment and creates a work environment that is hostile, intimidating, offensive, oppressive, or abusive. [¶] In determining whether the conduct was severe or pervasive, you should consider all the circumstances, including any or all of the following: [¶] (a) The nature of the conduct; [¶] (b) How often, and over what period of time, the conduct occurred; [¶] (c) The circumstances under which the conduct occurred; [¶] (d) Whether the conduct was physically threatening or humiliating. [¶] [Name of plaintiff] does not have to prove that [his/her/nonbinary pronoun] productivity has declined. It is sufficient to prove that a reasonable person who was subjected to the harassing conduct would find that the conduct so altered working conditions as to make it more difficult to do the job. [¶] [A single incident can be sufficiently severe or pervasive to constitute harassment.]” (CACI No. 2524.)

Areas Served:

The litigation and trial attorneys of the Akopyan Law Firm, A.P.C. provide services throughout Southern California including but not limited to AdelantoAgoura HillsAlhambraAliso ViejoAltadenaAnaheimApple ValleyArcadiaArletaAtwater VillageAzuzaBakersfieldBaldwin ParkBanningBeaumontBellBell GardensBellflowerBeverly HillsBlytheBoyle HeightsBreaBrentwoodBuena ParkBurbankCalabasasCalimesaCamarilloCanoga ParkCanyon LakeCarsonCathedral CityCerritosChatsworthChino HillsChinoClaremontCoachellaColtonComptonCosta MesaCoronaCovinaCulver CityCypressDana PointDesert Hot SpringsDiamond BarDowneyDuarteEagle RockEast HollywoodEast Los AngelesEastvaleEcho ParkEl MonteEl SegundoEl SerenoEncinoFontanaFountain ValleyFullertonGardenaGarden GroveGlassell ParkGlendaleGlendoraGranada HillsHacienda HeightsHawthorneHemetHesperiaHighland ParkHighlandHollywoodHollywood HillsHuntington BeachHuntington ParkIndian WellsIndioInglewoodIrvineJurupa ValleyLa Canada FlintridgeLa-Crescenta MontroseLa HabraLa MiradaLa PalmaLa PuenteLa QuintaLa VerneLaguna BeachLaguna HillsLaguna NiguelLaguna WoodsLakewoodLake BalboaLake ElsinoreLake ForestLancasterLawndaleLincoln HeightsLoma LindaLong BeachLos AlamitosLos AngelesLos FelizLynwoodManhattan BeachMar VistaMaywoodMenifeeMission HillsMission ViejoMonroviaMontclairMontebelloMonterey ParkMoorparkMoreno ValleyMurrietaNewbury ParkNewhallNewport BeachNorcoNorth HillsNorth HollywoodNorthridgeNorwalkOntarioOrangeOxnardPacific PalisadesPacoimaPalos VerdesPalmdalePalm DesertPalm SpringsPanorama CityParamountPasadenaPerrisPico RiveraPlacentiaPomonaPorter RanchRancho CucamongaRancho MirageRancho Santa MargaritaRedondo BeachResedaRialtoRiversideRosemeadRowland HeightsSan BernardinoSan ClementeSan DimasSan GabrielSan FernandoSan JacintoSan Juan CapistranoSan PedroSanta AnaSanta ClaritaSanta MonicaSawtelleSeal BeachShadow HillsSherman OaksSilver LakeSimi ValleySouth El MonteSouth GateSouth PasadenaSouth WhittierStantonStudio CitySun ValleySunlandSylmarTarzanaTemeculaTemple CityThousand OaksToluca LakeTorranceTujungaTustinTwentynine PalmsUplandValenciaValley GlenValley VillageVan NuysVenturaVictorvilleWalnutWest CovinaWest HillsWest HollywoodWest Puente alleyWestchesterWestminsterWestwoodWhittierWildomarWinnetkaWoodland HillsYorba Linda

REQUEST FREE CONFIDENTIAL EVALUATION

I agree to receive SMS messages from Akopyan Law FirmI agree to receive email(s) from Akopyan Law Firm