We Have Real Experience
Enduring sexual come-ons or being stalked was not in the job description. Turning down sexual advances or reporting sexual harassment should never affect your continued employment.
At California Employment Counsel, APC, we know that employment laws and company policies do not always prevent sexual harassment. We know that employers do not always take it seriously or do the right thing. Our attorneys can help you take a stand. We have litigated sexual harassment cases throughout Orange County and Southern California.
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Unwelcome Sexual Advances
Unwanted sexual attention by a supervisor, co-worker or client may also be grounds for a complaint of sexual harassment:
- Sexual assault or groping
- Kissing, touching or rubbing against you
- Pressure for dates or stalking behavior
- Leering or comments about your body
- Sexually explicit language
- Creating a sexualized or hostile work environment
Anyone can be a victim of sexual harassment. Teenage employees are especially vulnerable to sexual advances by managers or co-workers. Men can be sexually harassed by women, and same-sex harassment is just as illegal and hurtful as other forms.
Quid Pro Quo Sexual Harassment
The term quid pro quo means “something in exchange.” Quid pro quo sexual harassment occurs when a manager, executive or owner propositions an employee for sex. The employee may receive gifts, trips or job perks in exchange for sexual favors – or the “incentive” may be keeping one’s job.
It is against the law for a person in a position of power to make such demands or requests because of the threat – actual or implied – to the employee’s job if he or she says no. You may have grounds to sue even if you accepted gifts or engaged in some contact; under the law, a subordinate employee cannot consent to sex with a superior.
Did The Employer Do The Right Thing?
The employer’s role is critical. Under the law, an employer should promptly investigate, provide support services to the victim and sanction or fire the perpetrator. Unfortunately, some employers downplay harassment or retaliate against the victim. We help clients document the details of unwanted advances and how the employer responds.