Obscene and Sexual Gestures a Work

We’re not talking about the ubiquitous middle finger that says fuck you. Obscene and sexual gestures at work may include two fingers in a V shape, with a tongue in between.

Brad Nakase, Attorney

Email | Tel (888) 600-8654

Inappropriate gestures are also a form of sexual harassment. If they occur frequently, then it could constitute a hostile workplace. A hostile work environment causes productivity and performance to drop and can even cause a high staff turnover.

Regardless of whether the one making obscene gestures in the workplace is a colleague, supervisor, or boss, it is still counted as sexual harassment. If you see it happening to a colleague or you are experiencing sexual harassment, you should discuss the situation with a California employment attorney.

Attorney Brad Nakase can help you take action to stop sexual harassment in the workplace. Sexual harassment can cause a lot of emotional distress and impact your earning and advancement opportunities. We take it very seriously and want to help you hold your harassers accountable. Contact us today to book a free consultation to discuss your situation.

What Should You Do If You See a Sexually Offensive Gesture At Work?

First, you should report the incident to your employer. Your boss or HR department should take action to stop the sexual harassment. If you feel uncomfortable doing this, then you should consult an employment attorney first. Nakase Wade employment lawyers will help you to report the sexual harassment and ensure you are not retaliated against for reporting the incident.

If your employer does not take action or take your report seriously, then we will help you to file a claim and pursue legal action.

Our employment lawyers have decades of experience in holding sexual harassers accountable. We will help you to seek damages for emotional distress and any adverse effect the harassment may have had on your job.

Book a free consultation with us to discuss your case. We are compassionate and sensitive to the trauma that sexual harassment causes.

Learn more about: Business | Corporate | Employment Law

See all articles: Business | Corporate | Employment

Labor Code 432 (California): Employee Access to Signed Documents and Personnel Records

California Labor Codes 1198.5 and 432 let employees access personnel records and copies of signed employment documents. Deadlines apply, and noncompliance can trigger a $750 penalty, legal fees, or court orders compelling employer compliance.

Section 3342 of Title 8 of the California Code of Regulations: Workplace Violence Prevention in Healthcare

Section 3342 of Title 8 sets California healthcare workplace violence prevention requirements, protecting staff from sector risks and threats. It mandates training, safety protocols, and incident logs to strengthen employee safety and compliance across healthcare facilities.

Pre-Employment Drug Testing Laws California: Employer Rules and Employee Rights

California pre-employment drug testing laws balance employer needs with employee privacy, with special rules for cannabis use and fairness. Covers rules on suspicionless testing, reasonable suspicion screening, public versus private employers, and drug-free workplace policies.

California Overtime Exemption - Job Types, Salary Rules, and Misclassification in 2025

California Overtime Exemptions: Job Types, Salary Rules, and Misclassification in 2025

California overtime exemptions in 2025 cover specific job types, salary thresholds, and professions excluded from wage and hour rules. Misclassification can deny workers overtime pay, rest breaks, and legal rights, leading to wage claims or class action lawsuits.

Split Shift Premium California: Employee Rights, Pay Rules, and Laws Explained

California split shift laws require employers to pay eligible workers a premium when work schedules are interrupted by unpaid breaks. Employees may pursue legal claims for missed premiums, interest, and damages if employers fail to comply with wage rules.

Does Walmart Do Breaks? Walmart Lunch and Rest Break Policy

Walmart break policy covers paid 15-minute rest breaks and unpaid meal periods, varying by shift length, with strict compliance. Applies to part-time, full-time, minors, and overnight workers.

Double Time in California: Overtime Rules, Pay Rates, and Employee Rights

California overtime and double time: eligibility thresholds, pay rates, and seventh-day rules for non-exempt employees under state law. Covers exemptions, alternate workweeks, union agreements, unauthorized overtime, and options to recover unpaid wages via claims or lawsuits.

Regular Rate of Pay California: Overtime, Sick Leave, and How to Calculate It

California’s regular rate of pay affects overtime, sick leave, and premium pay; what counts, exclusions, and common errors are covered. Calculation methods, examples, and legal options for miscalculated overtime, meal or rest premiums, and minimum wage violations.

California Meal Premium Rule: Requirements, Penalties, and Employer Guidelines

California meal premium requirements, penalties, and employer guidelines for meal break compliance and pay calculations. Covers settings, rate types, waivers, continuous work rules, and configuration details.

Meal Break Penalty California: Laws, Costs, and Employer Compliance Guide

California meal break penalty laws can trigger costly fines when breaks are missed, shortened, or improperly managed. Stay compliant to avoid lawsuits, premium pay liabilities, and workplace disputes across healthcare, trucking, construction, and field teams.

Equal Pay Act Cases and Settlements: Lawsuits, Employee Rights, and Affected Industries

Equal Pay Act cases highlight lawsuits, employee rights, and industries most affected by wage discrimination and gender-based pay disparities. Major settlements against corporations like Family Dollar, Activision Blizzard, and Disney show the law’s impact on compensation fairness.

Employment Law Mediation: Practical Strategies to Prepare and Reach Settlement

Employment law mediation preparation requires objective risk analysis, realistic expectations, and careful planning to reach meaningful settlement opportunities. Strategic communication, flexibility, and client readiness help reduce disputes, manage costs, and improve the chances of a successful resolution.

Labor Code Section 512: Meal Break Rules & Penalties

California Labor Code Section 512 sets strict rules for meal breaks, waivers, and penalties when employers fail to comply. Workers gain protection through required uninterrupted breaks, premium pay for violations, and special rules for certain industries and union agreements.

Employment At Will Doctrine: History, Exceptions, and Legal Implications in the United States

Employment-at-will allows employers to terminate workers without cause, yet exceptions and statutory safeguards protect employees from unlawful dismissal. The article covers the doctrine’s history, legal implications, state-level exceptions, and debate about fairness, employee rights, and workplace regulation.

Severance Package California: Requirements, Eligibility, and Payouts

California severance packages outline eligibility, payout methods, and common terms that employers may include when ending employment. Workers can review requirements, agreements, and payment structures to assess what compensation may apply during job termination.

Labor Code 2810.5: California Employee Notice Requirements Explained

California Labor Code 2810.5 requires employers to give new hires written notice of pay, payday, sick leave, and employer details. Coverage includes exemptions, H-2A Spanish notice rules, seven-day update duties, and court cases shaping compliance for California workplaces.

CA Meal Penalty: Employee rights and employer penalties

California meal and rest break laws require employers to provide fair breaks or face penalties for violations. Employees can claim compensation for denied breaks, missed meals, or employer retaliation through the CA meal penalty system.

California Final Paycheck Law: Waiting Time Penalty, Employer Obligations, and Employee Rights

California law requires immediate final paycheck payment, and late wages can trigger waiting time penalties up to thirty days. Employees may pursue lawsuits for unpaid wages, overtime, or delayed payments, with penalties and damages available under state labor regulations.

Can You Refuse to Sign a Write-Up in California? Employee Rights and Risks Explained

Employees in California can refuse to sign a write-up, but the decision may impact workplace records and future disputes. Know your rights, potential risks, and safer alternatives to protect yourself when handling disciplinary notices at work.

Labor Laws on Schedule Changes: Employer Rules, State Regulations, and Best Practices

Employers must comply with federal and state labor laws when changing employee schedules, as regulations vary across industries and locations. Clear communication of shift changes improves morale, reduces compliance risks, and strengthens trust between employers and staff.

Employee Records Retention Requirements: Complete Guide for Compliance and Proper Disposal

Employee records retention requirements are explained with federal and state guidelines, covering tax, medical, and benefits documentation for compliance. The guide outlines timelines, disposal rules, and responsibilities employers must follow to avoid penalties and protect sensitive employee information.

ICRAA: California Investigative Consumer Reporting Act Overview, Common Violations, and Employer Compliance

California’s Investigative Consumer Reporting Act (ICRAA) sets strict background check rules, detailing employer duties and broader protections for job applicants. Covers common violations, penalties, and consent disclosure requirements to avoid liability and keep hiring practices compliant with California law.

Nonsolicitation Agreement: Types, Enforceability, and Legal Challenges for Employers and Employees

Nonsolicitation agreements affect employees and employers by shaping client interactions, coworker recruitment, and potential contract restrictions. Courts, antitrust laws, and state regulations influence their enforceability, making these agreements complex for businesses and workers alike.

California Labor Code 204: Wage Payment Rules, Pay Schedules, and Employee Rights

California Labor Code 204 sets strict rules on pay schedules, ensuring employees receive wages on time with clear deadlines. It outlines payday requirements, exceptions, overtime rules, and penalties for employers who fail to meet legal payment obligations.

How Long Do You Need to Keep Employee Files? HR Recordkeeping Guide

Employee file retention rules differ by record type and federal law, with some documents requiring storage for years. This guide explains which employee files HR must maintain, how long to keep them, and how compliance reduces risk.

PAGA Reform: Key Changes California Employers Need to Know

California's 2024 PAGA reform updates standing, penalties, cure options, and timelines for employers. See how SB 92 and AB 2288 impact compliance.

Fair Chance Hiring: Fill Talent Gaps and Build Strong Teams

Fair-chance hiring helps fill talent gaps with motivated candidates and strengthens team retention across industries. Adopt clear frameworks, risk controls, and supportive onboarding to build stable, inclusive workforces.

California State Holidays 2025: Full List of Paid and Unpaid Days Off for Employees and Businesses

California State Holidays 2025 covers federal and California-only days off affecting work schedules, business planning, and employee benefits. Details on paid and unpaid holidays for public workers, private employees, and businesses across California.

I-9 Compliance Guide - Requirements, Penalties, and Best Practices for Employers

Exotic Dancer Laws – Exotic Dancer Lawyer

I-9 Compliance Guide: Requirements, Penalties, and Best Practices for Employers

I-9 compliance ensures employers properly verify work eligibility, avoid costly fines, and stay aligned with federal employment regulations. This guide explains requirements, penalties, and best practices to help businesses maintain accurate records and prepare for inspections.

See all articles: Business | Corporate | Employment

991

Obscene and Sexual Gestures a Work

What Should You Do If You See a Sexually Offensive Gesture At Work?

Please tell us your story: