Unwanted sexual comments, touching, or pressure at work can turn a job you once enjoyed into one you dread. Speaking up can feel risky when you worry about demotion or being pushed out soon after you complain. You deserve a workplace built on respect, and you may have legal options when that respect disappears.
At California Employment Counsel, APC, Attorney Raymond E. Hane III has held an active California State Bar license since 1990. The firm’s Inglewood employment lawyer team has recovered settlements for employees who faced systemic workplace harassment.
An Inglewood sexual harassment lawyer at the firm can review what happened, explain your options under California law, and help you decide what comes next. Reach out to talk through your situation and learn where you stand.
Not all sexual harassment is the same, and California law covers far more than an isolated comment. We help employees across Inglewood address:
Whatever shape the harassment took, you do not have to sort out whether it meets a legal standard on your own before reaching out to an experienced lawyer.
Contact Now 714-462-8376
California law gives employees broad protection from sexual harassment at work. Under California’s Fair Employment and Housing Act, found at Cal. Gov’t Code § 12940, it is illegal for an employer to allow sex-based harassment at work. When the harassment comes from a supervisor, the employer is responsible even if it did not know. When it comes from a coworker or outsider, the employer is responsible if it knew or should have known and failed to act.
Waiting to act has real costs. Memories fade, witnesses leave the company, and texts or emails that could prove your case get deleted or lost. California’s Civil Rights Department generally requires a complaint within three years of the last harassing act. Missing that window can permanently close the door on your claim. If the Civil Rights Department issues a right-to-sue notice, you typically have only one year to file a case in court.
Attorneys Nicholas A. Hane and Daria Iourtchenko have secured a $1,750,000 settlement for failure to prevent systemic sexual harassment at an international company. The case was resolved in California Superior Court. Attorney Nicholas Hane and Attorney Victory Van Tuyl also helped two women who were sexually harassed at a healthcare facility reach an $800,000 settlement.
These results reflect what can happen when harassment claims are built with care and taken seriously from the first conversation. Prior case results do not guarantee a similar outcome in your case, since every workplace and every set of facts is different.
Ray and Nick were an amazing team to work with during a very hard time in my life. Both worked diligently on a resolution and I am happy to say…
I was lost and calling around for advice to help me with my work situations. Nick was there to help me through it all even when he wasn’t my lawyer…
When I first reached out to Ray and Melissa, I had been terminated from my position for complaining of sexual harassment. Immediately I knew I was in good hands with…
Yes. California generally requires you to file a complaint with the Civil Rights Department and receive a right-to-sue notice before filing a lawsuit under the Fair Employment and Housing Act.
You generally have three years from the last act of harassment to file with the Civil Rights Department, and one year after receiving a right-to-sue notice to file a lawsuit. Waiting past either deadline can permanently bar your claim, so it helps to act while the details are still fresh.
California law recognizes two main types: (1) quid pro quo harassment, where a job benefit is tied to accepting sexual advances, and (2) a hostile work environment, where unwanted sexual conduct is severe or happens often enough to change your working conditions.
Not lawfully. California law protects you from retaliation, including termination, demotion, or reduced hours, after you report harassment or take part in an investigation. If you are fired for reporting sexual harassment, you may be able to bring a retaliation claim alongside your original harassment claim.
Your employer can still be held responsible if it knew (or should have known) about harassment from a non-employee and failed to take immediate and appropriate corrective action to stop it. The source of the harassment does not have to be another employee for your claim to hold up.
No. Former employees, job applicants, interns, and even independent contractors can file a sexual harassment claim under California law. You do not have to still work for the company to hold it accountable for what happened while you did work there.
Texts, emails, witness names, performance reviews, and your own written notes about dates and conversations all help build a stronger claim. Even if you do not have everything saved, an attorney can help you figure out what else to gather and how to do it while evidence may still be available.
You do not have to keep carrying what happened at work by yourself, and you do not have to figure out California’s deadlines and procedures without guidance.
An Inglewood sexual harassment lawyer at California Employment Counsel, APC, can listen to what happened, explain where you stand, and lay out your options in plain terms. Contact us today to schedule an initial consultation and start a conversation about what you may be able to do next.
Contact Now
714-462-8376
555 Anton Blvd., Suite 150,
Costa Mesa, CA 92626
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