Sexual Harassment

This matter is close to our hearts. We understand the clear line between ethical and unethical behavior, and we've built our professional lives around helping others recognize that line as well.

Los Angeles Sexual Harassment Attorney

Sexual harassment continues to be a significant issue for workers globally. With the growth of the recent #MeToo movement, an increasing number of individuals are coming forward, and those responsible for harassment are facing consequences. Legal actions related to sexual harassment have led to unprecedented settlements and financial compensation for employees affected by such behavior. This is particularly notable as employers are often found responsible for the harassing actions of their supervisors and staff. Nevertheless, a lawyer specializing in sexual harassment can help protect your rights.

Sexual harassment can manifest as requests for sexual favors, unwanted physical contact of a sexual nature, or offensive comments. However, not every instance of sexual behavior in a professional environment constitutes illegal "sexual harassment." Generally, for conduct to be considered illegal, it needs to be either frequent or intense enough to establish a hostile or offensive work atmosphere, or lead to a negative employment action, like termination or demotion.
While the distinction between lawful and unlawful behavior is often clear, there are exceptions. Various unique circumstances can arise where an employee may be uncertain whether they have a valid claim for sexual harassment.


Examples of questions you might have:



  • Can a man file a lawsuit for sexual harassment?
  • Is it possible to sue for sexual harassment if the harasser is of the same gender?
  • Can I file a sexual harassment lawsuit even if I wasn't physically touched?
  • Is prolonged staring classified as sexual harassment?
  • Can sniffing someone be considered sexual harassment?
  • Do offensive remarks constitute sexual harassment?
  • Are hugs in the workplace considered sexual harassment?
  • Must sexual harassment be inherently sexual to qualify as such?
  • Can I hold my employer legally responsible for sexual harassment by a colleague?
  • If I'm demoted for rejecting sexual advances from my supervisor, do I have grounds for a lawsuit?

If you've experienced sexual harassment in your workplace, you likely have a right to compensation. Employment Attorneys Sacramento is committed to helping you secure the maximum compensation for your sexual harassment claim. We're here to address any concerns you might have and to assist you throughout the legal proceedings. Partnering with a sexual harassment lawyer can provide clarity on these and other questions.

Regardless of whether the harassment came from a supervisor, a colleague, or someone else, you'll generally require some form of evidence to substantiate your claim. If you believe you are currently experiencing or have previously experienced sexual harassment, think about the following steps:

  • Maintain a thorough written log of any incidents, remarks, or actions from your supervisor that might indicate sexual harassment.
  • Compile all records pertaining to your job performance and personnel file.
  • Document each instance of unwelcome physical contact, comments, or any other behavior you believe might constitute sexual harassment.
  • Preserve all emails, text messages, and other forms of communication between yourself and your superiors or colleagues.

If you're finding it difficult to obtain this kind of evidence, don't worry. Alternative methods, like statements from colleagues or other witnesses, can also be used to demonstrate sexual harassment. If this describes your situation, it's crucial to get in touch with the Employment Attorneys Sacramento sexual harassment lawyers without delay so we can assist in establishing your case!

Judicial bodies and government agencies classify sexual harassment into two main types: (1) quid pro quo sexual harassment and (2) hostile work environment sexual harassment.
Type #1: Quid Pro Quo Sexual Harassment
Quid pro quo translates to “this for that” in Latin. This form of harassment generally involves someone in a position of authority, who can affect employment decisions, seeking sexual favors in exchange for favorable employment actions.
Quid pro quo harassment can manifest, for example, when a supervisor insists on an employee engaging in sexual activity to secure a promotion, a salary increase, or to maintain their job. This can involve either direct or implied conditions linking job benefits to sexual compliance.
Type #2: Hostile Work Environment Harassment
Hostile work environment harassment tends to be less obvious and harder to identify than quid pro quo sexual harassment. It arises when unwelcome sexual jokes, suggestive comments, images, physical obstructions (like blocking someone's path or following them), sexually degrading remarks, or other sex-based behavior significantly disrupts an employee's work performance or fosters an intimidating, hostile, or offensive workplace.
While recurring instances of such behavior can establish the occurrence of sexual harassment, even a single incident might be sufficient to demonstrate a hostile work environment if it's severe enough.
However, the behavior needs to be "severe or pervasive" to the point that it changes the victim's employment conditions and creates an abusive atmosphere. The determination of whether the conduct is "severe or pervasive" depends on its nature, how often it occurs, its intensity, the context, and various other factors.

It's important to remember that for a plaintiff to have a valid sexual harassment claim, the harassment must be significant and persistent, as judged by a reasonable person sharing the plaintiff's key characteristics. Here are some instances that might not meet the criteria for sexual harassment:

  • Donning attire that might offend a specific ethnic group.
  • A single, well-intentioned comment on someone's appearance.
  • A solitary comment that's not repeated.
  • Engaging in flirtatious behavior or making suggestive remarks of a sexual nature.
  • Using coarse language that is minor or only mildly irritating.

Protection from sexual harassment in the workplace is provided under both Federal and State laws.

Federal Law


At the federal level, Title VII of the Civil Rights Act of 1964 (Title VII) makes sexual harassment illegal. The Equal Employment Opportunity Commission (EEOC) is responsible for the enforcement of federal laws against sexual harassment.

State Law


In California, the Fair Employment and Housing Act (FEHA) includes provisions against harassment. The California Department of Fair Employment and Housing (DFEH) is tasked with enforcing FEHA.
Common Questions Arising from Your Sexual Harassment Situation:

    • Is my employer permitted to terminate my employment for reporting incidents of sexual harassment?
    • Can my employer reassign me to a different role as a result of reporting sexual harassment?
    • Is it legal for my employer to reduce my compensation after I've reported sexual harassment?
    • Am I eligible to file a discrimination lawsuit against my employer for sexual harassment I've experienced?
    • What is the potential monetary value of my sexual harassment claim?
    • Can my employer downgrade my position because I lodged a sexual harassment complaint against my supervisor?

If you find yourself contemplating any of these questions, it's advisable to seek legal counsel immediately. Contact us at (213) 433-3588 for a consultation with a qualified attorney.

  • Statute of Limitations A statute of limitations is the legal time frame within which you must file a lawsuit. Failing to file within this period means you forfeit the opportunity to seek compensation for your damages. Sexual harassment cases are governed by a statute of limitations. Nevertheless, a lawyer specializing in sexual harassment can assess whether your case meets the deadline. What's the Specific Time Limit for a Sexual Harassment Case? For sexual harassment claims, you have 180 days from the date of the most recent incident to get a "right-to-sue" letter from the Equal Employment Opportunity Commission (EEOC). Afterward, you have 90 days to initiate a lawsuit in court. Conversely, the Department of Fair Employment and Housing (DFEH) provides a one-year window from the date of the last discriminatory act to obtain a "right-to-sue" letter. Once you have this letter, the DFEH grants you an additional year to file a lawsuit in state court. Given these time constraints, your sexual harassment case requires prompt action; it's crucial to consult a lawyer quickly to safeguard your rights. What Happens If I Miss the Deadline to File a Sexual Harassment Lawsuit? Generally, missing the statute of limitations means you lose the chance for legal recourse. However, a competent lawyer might explore an exception known as the Continuing Violations Doctrine. This doctrine could potentially extend the one-year limit if your attorney can demonstrate that some of the employer's actions occurred outside the one-year period BUT are closely related to actions that took place within that one-year timeframe.

Consult with a Los Angeles-based attorney specializing in sexual harassment today. We provide complimentary initial consultations, and you won't incur any fees unless we achieve a favorable outcome for you.

The legal team at Employment Attorneys Sacramento has extensive experience in managing sexual harassment cases. If you suspect that you have been or are currently experiencing sexual harassment, please reach out to us at (866) 395-7079 or get in touch through our website for a no-cost assessment of your case.