Sexual Harassment Lawyers for Los Angeles, Orange, Riverside, San Bernardino, and Ventura Counties
Sexual harassment is among the most common forms of illegal harassment that occurs in the workplace. While some forms of sexual harassment are easy to recognize others are not. If you feel that you may have been subjected to illegal sexual harassment in the workplace, the fastest way to determine if your rights have been violated is to contact a sexual harassment attorney. An experienced sexual harassment lawyer should be able to promptly determine if your rights have been violated, and to advise you regarding your options.
Helping Victims of Hostile Work Environment Harassment
“Hostile work environment” harassment is without a doubt the most common type of illegal sexual harassment in the workplace. It occurs when sexual conduct unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or offensive working environment.
To make out a prima facie case for “hostile work environment” harassment an employee must show, among other things that: (1) the employee was subjected to unwelcome sexual advances, conduct or comments; (2) the harassment was based on sex; and (3) the harassment was so severe or pervasive as to alter the conditions of the victim’s employment and create an abusive working environment.
The best sexual harassment attorneys in Burbank, Orange, or Riverside will tell you that harassment can be verbal (like for example where a coworker makes tells sexual jokes), non-verbal (like for example where a coworker stares at a coworker’s privates) or physical (like for example where a coworker touches, gropes, or grabs). More often than not, the harassing conduct is directed at the target of the sexual predator, but a hostile work environment can exist based on comments and conduct directed at others in the workplace.
A hostile work environment can also be the product of widespread sexual favoritism. Sexual favoritism occurs when one employee receives preferential treatment with regard to promotion, work hours, assignments, or other significant employment benefits or opportunities because of a sexual relationship with an individual representative of the employer who was in a position to grant these preferences.
Sexual Harassment Attorneys in Burbank, Orange, and Riverside Giving You Strength and Support
Because hostile work environment harassment can take so many forms, the most efficient way for an employee to find out if what they are going through is illegal, is to contact a sexual harassment in the workplace lawyer. A good sexual harassment attorney can also give practical advice and guidance, based on the specifics of a particular case, and the needs of the particular client. The best sexual harassment lawyers would agree that each situation should be analyzed separately because every situation is unique.
In some cases, the victim of harassment may simply want the harassment to stop, while in others the victim may be entitled to compensation. In some cases, it may be advisable to complain to the employer’s Human Resources department and demand an investigation, while in others it may be best to file charges with the Civil Rights Department or the Equal Employment Opportunity Commission.
A competent sexual harassment lawyer will evaluate the specifics of the particular case and devise a plan to achieve the desired outcome.
Quality Representation by Compassionate Advocates
Another common form of illegal sexual harassment in the workplace is “quid pro quo” harassment. Economic quid pro quo harassment involves a supervisor’s requests for sexual favors being linked to the grant or denial of job benefits, such as getting or retaining a job, or receiving a favorable performance review or promotion. The essence of quid pro quo harassment is that a supervisor relies on his or her authority to extort sex or sexual acts from an employee.
Illegal quid pro quo harassment occurs when a supervisor makes a sexual advance or proposition and threatens to demote or fire the employee if the employee refuses. It also occurs when the supervisor promises the employee some employment benefit (like a raise or promotion) if the employee submits to asexual advancement.
Sexual Harassment Lawyer for Los Angeles, Orange, Riverside, San Bernardino, and Ventura Counties
If you are in Los Angeles, Orange, Riverside, San Berardino, or Ventura or surrounding areas you can try to find a lawyer by using search terms like “sexual harassment attorney Los Angeles” or “best sexual harassment lawyer near me” or “sexual harassment attorneys near me” but that may not get you the advice and counseling you seek, especially if you are on a time deadline. You might end up speaking with a non-lawyer intake coordinator and never reaching an actual attorney. To speak directly with a Los Angeles sexual harassment attorney personally, contact the Akopyan Law Firm, A.P.C. and speak to one of our sexual harassment lawyers in Los Angeles.
Top Notch Sexual Harassment Attorneys for Los Angeles, Orange, Riverside, San Bernardino, and Ventura Ready to Fight for You
Each Los Angeles sexual harassment attorney of the Akopyan Law Firm, A.P.C. has extensive knowledge of sexual harassment law. More importantly each Los Angeles sexual harassment lawyer of the Akopyan Law Firm, A.P.C. has substantial experience in litigating workplace sexual harassment claims.
Each of the sexual harassment attorneys at the Akopyan Law Firm, A.P.C. has been recognized by Super Lawyers® through their patented multiphase selection process involving peer nomination, independent research, and peer evaluation.
Akopyan Law Firm, A.P.C. has recovered millions of dollars for its clients. Simply put, the Akopyan Law Firm, A.P.C. has the knowledge and experience to protect your rights.
However, don’t just take our word for it. See what our clients have said and check out some of our case results. If you are in Los Angeles, Orange, Riverside, San Berardino, or Ventura, or surrounding areas let the sexual harassment lawyers at the Akopyan Law Firm, A.P.C. give you the benefit of their knowledge and experience. The Akopyan Law Firm, A.P.C. offers complimentary case evaluations for victims of sexual harassment in the workplace. You can reach us online, or by calling (818) 509-9975 today.
Frequently Asked Questions About Sexual Harassment in the Workplace
Can I be a victim of illegal sexual harassment if my supervisor makes sexual comments to my coworker but not to me?
Yes. You may have a claim for sexual harassment even if the sexual comments are not made directly to you. Contact one of our sexual harassment attorneys in Burbank, Riverside, or Orange to discuss your specific situation.
Can I be a victim of illegal sexual harassment if the person harassing me is of the same sex as me?
Yes. Under both Title VII of the Civil Rights Act and the Fair Employment and Housing Act, sexual harassment can occur between members of the same gender as long as the harassment amounted to discrimination because of sex and not some other characteristic. For example, male supervisors and coworkers who subject a male employee to humiliating sexual actions, including threats of physical assault and threats of rape, may be sued for sexual harassment even if they are of the same sex.
My supervisor shows favoritism to my coworker because they are dating. Do I have any rights?
You can have an actionable claim of sexual harassment under the Fair Employment and Housing Act if you can demonstrate that widespread sexual favoritism was “severe or pervasive” enough to alter your working conditions and create a “hostile work environment.”
Can a single incident be enough to qualify as illegal sexual harassment?
Absolutely. Depending on how bad it was, even a single comment, physical touch, or gesture may qualify as illegal sexual harassment, especially if your employer does not take immediate steps to remedy the situation.
I complained to my employer that I was sexually harassed, but they did nothing. Do I have any rights?
Yes. In California, it is illegal for an employer who “knows or should know” of the sexual harassment to fail to take immediate steps to prevent or remedy the problem. In addition to claims for sexual discrimination and sexual harassment, you may also have a claim for failure to prevent sexual harassment. Schedule a complimentary case evaluation with our sexual harassment attorneys in Burbank, Orange, or Riverside to discuss your situation.
Featured Sexual Harassment Case:
Meritor Sav. Bank, FSB v. Vinson, (1986) 477 U.S. 57
A former employee of a bank brought an action against the bank and her supervisor at the bank, claiming that during her employment at the bank she had been subjected to sexual harassment by the supervisor in violation of Title VII of the Civil Rights Act of 1964, and seeking injunctive relief and damages. At the trial, the parties presented conflicting testimony about the existence of a sexual relationship between respondent and the supervisor. The District Court denied relief without resolving the conflicting testimony, holding that if respondent and the supervisor did have a sexual relationship, it was voluntary and had nothing to do with her continued employment at the bank, and that therefore respondent was not the victim of sexual harassment. The court then went on to hold that since the bank was without notice, it could not be held liable for the supervisor’s alleged sexual harassment. The Court of Appeals reversed and remanded. Noting that a violation of Title VII may be predicated on either of two types of sexual harassment—(1) harassment that involves the conditioning of employment benefits on sexual favors, and (2) harassment that, while not affecting economic benefits, creates a hostile or offensive working environment—the Court of Appeals held that since the grievance here was of the second type and the District Court had not considered whether a violation of this type had occurred, a remand was necessary. The court further held that the need for a remand was not obviated by the fact that the District Court had found that any sexual relationship between respondent and the supervisor was a voluntary one, a finding that might have been based on testimony about respondent’s “dress and personal fantasies” that “had no place in the litigation.” As to the bank’s liability, the Court of Appeals held that an employer is absolutely liable for sexual harassment by supervisory personnel, whether or not the employer knew or should have known about it.
The United States Supreme Court held that a claim of “hostile environment” sexual harassment is a form of sex discrimination that is actionable under Title VII.
The United States Supreme Court held that the language of Title VII is not limited to “economic” or “tangible” discrimination. Equal Employment Opportunity Commission Guidelines fully support the view that sexual harassment leading to noneconomic injury can violate Title VII. Here, respondent’s allegations were sufficient to state a claim for “hostile environment” sexual harassment.
The United States Supreme Court held that the District Court’s findings were insufficient to dispose of respondent’s “hostile environment” claim. The District Court apparently erroneously believed that a sexual harassment claim will not lie absent an economic effect on the complainant’s employment, and erroneously focused on the “voluntariness” of respondent’s participation in the claimed sexual episodes. The correct inquiry is whether respondent by her conduct indicated that the alleged sexual advances were unwelcome, not whether her participation in them was voluntary.
The United States Supreme Court also held that the District Court did not err in admitting evidence of respondent’s sexually provocative speech and dress. While “voluntariness” in the sense of consent is no defense to a sexual harassment claim, it does not follow that such evidence is irrelevant as a matter of law in determining whether the complainant found particular sexual advances unwelcome.
Finally, the United States Supreme Court held that the Court of Appeals erred in concluding that employers are always automatically liable for sexual harassment by their supervisors. While common-law agency principles may not be transferable in all their particulars to Title VII, Congress’ decision to define “employer” to include any “agent” of an employer evinces an intent to place some limits on the acts of employees for which employers under Title VII are to be held responsible. In this case, however, the mere existence of a grievance procedure in the bank and the bank’s policy against discrimination, coupled with respondent’s failure to invoke that procedure, do not necessarily insulate the bank from liability.
Contact Us When You Need a Sexual Harassment Attorney in Los Angeles, Orange, Riverside, San Berardino, or Ventura
Call us today at (818) 509-9975 or contact us online to schedule a complimentary case evaluation. We have extensive experience in all aspects of employment law, including sexual harassment cases.
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The litigation and trial attorneys of the Akopyan Law Firm, A.P.C. provide services throughout Southern California including but not limited to Adelanto, Agoura Hills, Alhambra, Aliso Viejo, Altadena, Anaheim, Apple Valley, Arcadia, Arleta, Atwater Village, Azuza, Bakersfield, Baldwin Park, Banning, Beaumont, Bell, Bell Gardens, Bellflower, Beverly Hills, Blythe, Boyle Heights, Brea, Brentwood, Buena Park, Burbank, Calabasas, Calimesa, Camarillo, Canoga Park, Canyon Lake, Carson, Cathedral City, Cerritos, Chatsworth, Chino Hills, Chino, Claremont, Coachella, Colton, Compton, Costa Mesa, Corona, Covina, Culver City, Cypress, Dana Point, Desert Hot Springs, Diamond Bar, Downey, Duarte, Eagle Rock, East Hollywood, East Los Angeles, Eastvale, Echo Park, El Monte, El Segundo, El Sereno, Encino, Fontana, Fountain Valley, Fullerton, Gardena, Garden Grove, Glassell Park, Glendale, Glendora, Granada Hills, Hacienda Heights, Hawthorne, Hemet, Hesperia, Highland Park, Highland, Hollywood, Hollywood Hills, Huntington Beach, Huntington Park, Indian Wells, Indio, Inglewood, Irvine, Jurupa Valley, La Canada Flintridge, La-Crescenta Montrose, La Habra, La Mirada, La Palma, La Puente, La Quinta, La Verne, Laguna Beach, Laguna Hills, Laguna Niguel, Laguna Woods, Lakewood, Lake Balboa, Lake Elsinore, Lake Forest, Lancaster, Lawndale, Lincoln Heights, Loma Linda, Long Beach, Los Alamitos, Los Angeles, Los Feliz, Lynwood, Manhattan Beach, Mar Vista, Maywood, Menifee, Mission Hills, Mission Viejo, Monrovia, Montclair, Montebello, Monterey Park, Moorpark, Moreno Valley, Murrieta, Newbury Park, Newhall, Newport Beach, Norco, North Hills, North Hollywood, Northridge, Norwalk, Ontario, Orange, Oxnard, Pacific Palisades, Pacoima, Palos Verdes, Palmdale, Palm Desert, Palm Springs, Panorama City, Paramount, Pasadena, Perris, Pico Rivera, Placentia, Pomona, Porter Ranch, Rancho Cucamonga, Rancho Mirage, Rancho Santa Margarita, Redondo Beach, Reseda, Rialto, Riverside, Rosemead, Rowland Heights, San Bernardino, San Clemente, San Dimas, San Gabriel, San Fernando, San Jacinto, San Juan Capistrano, San Pedro, Santa Ana, Santa Clarita, Santa Monica, Sawtelle, Seal Beach, Shadow Hills, Sherman Oaks, Silver Lake, Simi Valley, South El Monte, South Gate, South Pasadena, South Whittier, Stanton, Studio City, Sun Valley, Sunland, Sylmar, Tarzana, Temecula, Temple City, Thousand Oaks, Toluca Lake, Torrance, Tujunga, Tustin, Twentynine Palms, Upland, Valencia, Valley Glen, Valley Village, Van Nuys, Ventura, Victorville, Walnut, West Covina, West Hills, West Hollywood, West Puente alley, Westchester, Westminster, Westwood, Whittier, Wildomar, Winnetka, Woodland Hills, Yorba Linda