El Segundo Sexual Harassment Lawyers

Sexual harassment at work is more common than many people realize, and California has some of the strongest worker protections in the country. If you have been subjected to unwanted sexual conduct on the job, you have legal rights – including the right to a workplace free from this kind of behavior, the right to report sexual workplace harassment without facing retaliation, and the right to pursue compensation when those protections are violated.

What Counts as Sexual Harassment Under California Law

California workers are protected by two key laws: the California Fair Employment and Housing Act (FEHA) and Title VII of the federal Civil Rights Act (Title VII). FEHA is broader than Title VII, covering companies with at least five employees, and it recognizes two main forms of unlawful sexual harassment: quid pro quo harassment and hostile work environment harassment.

Quid pro quo harassment occurs when a supervisor or someone with authority ties job benefits (like a promotion, a raise, or continued employment) to sexual favors. Hostile work environment harassment occurs when unwelcome sexual conduct is severe or pervasive enough to make the workplace intimidating or abusive. Unwanted touching, sexual jokes, repeated propositions, and explicit messages can r all fall under this category. Cases that constitute physical sexual abuse can carry both civil and criminal consequences.

Examples of Unlawful Conduct

It is not always obvious when behavior crosses the legal line. Below are situations that often form the basis of a sexual harassment case in California:

• A supervisor implies that a raise or promotion depends on accepting a romantic invitation (like dinner, coffee, etc).
• A coworker repeatedly sends sexually explicit images, texts, or emails despite being told to stop.
• A client or vendor makes unwanted physical contact during meetings, and the employer does nothing after being told.
• Coworkers regularly make demeaning sexual comments about an employee’s body and HR does nothing when the employee reports it.

Each of these situations can be the basis for a legal claim, and many cases also involve related issues like discrimination, wrongful termination, or retaliation after a complaint is made.

Your Rights as an El Segundo Sexual Harassment Victim

If you experience sexual harassment at work, the law gives you several important protections. You have the right to file an internal complaint with your employer and have your complaint investigated. You have the right to file a charge with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission. You have the right to participate in an investigation without being demoted, transferred, or fired. And if your employer fails to address the problem or punishes you for speaking up, you have the right to bring a civil lawsuit. California places no caps on compensatory or punitive damages in these cases, which means victims can recover for lost wages, emotional distress, medical bills, and more.

What Employers Are Required to Do

Under California law, employers cannot simply ignore harassment when they learn about it. They are required to take reasonable steps to prevent it in the first place, with things like written anti-harassment policies, mandatory training, and a clear process for reporting incidents. Once a complaint is made, the employer must investigate promptly and take proper corrective action.

Employers can also be held responsible for sexual harassment by coworkers, clients, vendors, and other third parties when they knew or should have known about the harassment and failed to act. Retaliation against an employee who reports sexual harassment (ie. firing, demoting, changing schedules, etc.) is itself a separate violation. El Segundo sexual harassment attorneys see these retaliation cases frequently. This evidence could be used to strengthen the original sexual harassment claim.

How California Sexual Harassment Attorneys Build a Case

An El Segundo sexual harassment attorney can walk you through your options (like where to report or file a claim) and can help you build your case. Strong cases are built on documentation — emails, texts, witness statements, performance reviews, and a clear timeline that sexual harassment lawyers can use to reconstruct what happened.

Why Acting Early Matters

Sexual harassment claims are subject to strict deadlines. Under current California law, employees generally have three years from the date of the sexual harassment to file a complaint with the CRD, and within one year after receiving a right-to-sue notice from the CRD, they must file a lawsuit in court. Federal deadlines under Title VII are shorter — typically 300 days. Acting early matters: witnesses remember events better, electronic evidence is more likely to still exist, and a clear paper trail makes litigation a lot easier. If you are not sure whether your situation qualifies, an El Segundo sexual harassment lawyer can help clarify where you stand before any deadlines pass. Even if you ultimately decide not to file, you will know your rights and your options.

El Segundo Sexual Harassment Lawyers Can Help

If you have experienced harassment at work, you do not have to figure this out alone. Matern Law Group represents California workers — not companies — and our top rated team of El Segundo sexual harassment lawyers handles harassment cases, discrimination claims, wrongful termination matters, and related litigation across the state. Reach out to our sexual harassment lawyers in El Segundo today to schedule a confidential consultation and begin moving forward with strength and support.