Costa Mesa Sexual Harassment Lawyers

Sexual harassment in the workplace has changed over the last 50 years, but it remains a pervasive problem. Despite increased awareness, tougher laws, and education, the workplace remains a dangerous or uncomfortable place for women and men of any age. Sexual harassment is often excused as a joke or “locker room” talk. Contact our Costa Mesa sexual harassment lawyers at California Employment Counsel, APC, and take back your career.

One way sexual harassment continues is by not reporting or addressing it. Employers abide by the law through policies and procedures that, while meeting legal requirements, are created without the intention to improve an employee’s work life. Work policies should truly provide an equal and supportive business culture. Breaking the destructive cycle of sexual harassment must become a priority.

Sexual harassment is discrimination based on sex, gender, gender identity, gender expression, or sexual orientation. It can also include discrimination based on pregnancy, childbirth, or other medical conditions. All genders are subject to sexual harassment in society and the workplace. Sexual harassment is a global human problem.

In California, sexual harassment includes two types: 

• Quid pro quo. This occurs as an exchange of favors or “this” for “that.” It typically involves a promotion or other work benefit in exchange for sexual favors of some kind.
• Hostile work environment. Unwelcome comments or conduct occur based on sex. This then interferes with work performance by creating an intimidating, hostile, or toxic work environment. Sexual harassment can easily lead to an offensive or intolerable workplace for everyone who experiences or witnesses it.

Sexual harassment comes in a variety of behaviors. These include: 

• Unwanted sexual advances
• Employment benefits in exchange for sexual favors
• Displaying sexually explicit images, objects, cartoons, or jokes
• Making derogatory comments, slurs, or jokes
• Graphic comments or describing a person using degrading or obscene words
• Physically touching another person without consent or impeding physical movement

Employees experiencing sexual harassment or retaliation for internally reporting issues can file a complaint with the CRD within three years of the occurrence. The CRD investigates and attempts to resolve or settle disputes. If the CRD cannot resolve the situation, then the person reporting the harassment can file a civil complaint in state or federal court, ideally with a licensed attorney. The CRD can seek court orders to force employers to develop policies and practices that protect vulnerable employees.

Employers benefit when employees are productive and enjoy their work. Attendance is high, and it’s easier to retain and recruit top talent, regardless of the industry. Using wise practices, businesses can create healthier workplace cultures that support all employees. Research from the EEOC demonstrates the steps that employers must take to eradicate sexual and other forms of illegal harassment.

The business case for preventing harassment includes avoiding financial costs associated with complaints and legal representation. For every complaint, a business spends time, energy, and resources on supporting legal representatives and proceedings. For employers, the true cost of sexual harassment includes the detrimental effects of decreased employee performance, high turnover, and a reputation as a toxic place to work.

In 2024, California employees made a total of 487 complaints and requested the right to file a claim in 9,517 cases. When you experience sexual harassment at work, there are steps you must take: 

• Read your employer’s sexual harassment policy and report it internally. Put all complaints in writing, and record every incident of harassment, including the date, time, and any witnesses.
• File a formal complaint with the CRD or the EEOC.
• Do not post anything about the incident on social media. Defense lawyers use what you post to discredit you, personally, and your sexual harassment claim.
• Keep all evidence, including notes, emails, texts, images, photos, or objects.
• Hire a sexual harassment lawyer from California Employment Counsel, APC.

If sexual harassment turns into sexual assault: 

• Call 911 for help, and report the incident to the police.
• Seek medical attention, and keep medical records of all treatments.
• Call a crisis hotline if you need help or shelter.
• Seek confidential support from your employer or community resources.

If your employer does not respond quickly, don’t hesitate to file a claim immediately with the help of your attorney. If your sexual harassment turned into a sexual assault, you may need to cooperate with the prosecutor assigned to the criminal case. Consult your attorney and consider filing a civil claim at the Superior Court of California, County of Orange, for damages, regardless of whether the perpetrator is found guilty in the criminal case.

In a 2024 California #MeToo report by the Newcomb Institute at Tulane University, victims of sexual harassment and assault were asked about who their abusers were. Perpetrators of abusive behaviors included the following top three: 

Strangers

Verbal and physical sexual harassment is frequently carried out by a person the victim doesn’t know. Strangers include running into people in public or those who engage in cyber sexual harassment online.

Friends or Peers

A large percentage of victims reported being sexually harassed by friends and peers. The harassment included verbal statements, dating coercion, and sexual threats. Sexual threats can involve the release of sex tapes or social media posts that may be created with AI technology if the victim fails to comply.

Peer harassment can come from coworkers, teachers, school officials, professors, or fellow students, depending on your own status. Co-workers may engage in harassment during group functions, such as when working offsite or travelling together to a customer site.

Bosses

A large portion of sexual harassment comes from a boss, supervisor, manager, or director. Basically, this category encompasses anyone in a position of power over your employment. This power imbalance is also key to many quid pro quo incidents.

Hire a Sexual Harassment Lawyer From California Employment Counsel, APC

When you need experienced and highly qualified Costa Mesa sexual harassment attorneys, contact us. We can provide dedicated and thorough legal support for your sexual harassment case. Hire sexual harassment defense attorneys who know California law and can defend your right to work in a safe and supportive workplace.

Sexual harassment negatively impacts a business’s operations and culture. When employers allow sexual harassment to occur, the work culture shifts to one of distrust. Employees can’t believe in leaders or trust co-workers, managers, or supervisors. Workers who experience sexual harassment and those who witness sexual harassment are affected.

Sexual harassment is frequently considered benign, but it has a negative impact on health. A 2024 study found that both women and men who experienced sexual harassment at work had higher incidents of suicide, alcoholism, drug use, anxiety, and depression.

Contact an experienced and assertive sexual harassment lawyer today from California Employment Counsel, APC. Let us get started on your sexual harassment case.