San Diego Sexual Harassment Lawyer

Our sexual harassment lawyer advise workers experienced sexual harassment at work throughout California, including Los Angeles, San Diego, and Orange County.

By Brad Nakase, Attorney

Email  |  Call (888) 600-8654

Have a quick question? I answered nearly 1500 FAQs.

How can a San Diego sexual harassment lawyer help?

If you have suffered sexual harassment and are prepared to move forward with a lawsuit, do not hesitate to contact our sexual harassment lawyer in San Diego for representation. No woman likes being stared at or touched by creepy coworkers or bosses. No, she does not think you are sexy or attractive. Your cologne smells like Old Spice from the 1960s. If you asked her out to lunch by text and did not understand her reply of “WTF,” you are too old for her. Stop being weird.

Sexual harassment is uncomfortable. Sexual harassment is disgusting. And, importantly, sexual harassment is unlawful in the state of California. The state’s sexual harassment laws safeguard all workers from sexual harassment instigated by their bosses, coworkers, vendors, and customers. Sexual harassment may result in long-term effects on an individual’s life and can make them feel uncomfortable or unsafe in their workplace. Brad Nakase is a San Diego sexual harassment attorney dedicated to getting justice for sexual harassment victims in California. As a sexual harassment lawyer in San Diego, he believes that demonstrating the consequences of workplace sexual harassment will encourage a safer work environment for everyone. A San Diego sexual harassment attorney can help victims of sexual harassment take back their lives and promote workplace safety for colleagues by looking for justice. Do not hesitate to contact our San Diego sexual harassment attorney for a complimentary consultation.

No one deserves the humiliation and pain that comes with workplace sexual harassment. Thankfully, victims in California are entitled to pursue justice and hold their employer and perpetrator responsible for their behavior. Not only is sexual harassment morally reprehensible, it is also unlawful. Sexual harassment victims have the right to be heard, believed, and granted support in their mission for justice.

Our sexual harassment lawyer in San Diego is devoted to defending victims, battling the crimes committed against them, and getting compensation for the damages and injuries they have endured. With plenty of experience in managing sexual harassment cases, out San Diego sexual harassment attorney understands what is needed to construct a successful case and get justice for clients.

One major part of combatting sexual harassment is guaranteeing that important legal deadlines are followed. A victim needs to submit their claim within the statute of limitations window, which is either one year following the most recent incident (if filing with the DFEH) or six months from the most recent incident (if filing with the EEOC). Our sexual harassment lawyers in San Diego are very familiar with these timelines and will work diligently to meet them, making sure that the victim’s rights are safeguarded.

To bolster the case, our San Diego sexual harassment attorneys work together with victims to collect important evidence, which includes personnel file documents and witness testimonies. This kind of evidence may be essential in proving a pattern of harassment and the negative effects it has had on the victim’s wellbeing and work environment. Also, making a record of emotional suffering and injuries stemming from the harassment can help to quantify the damages inflicted.

In pursuing justice, it is also critical to dig up any past disciplinary actions taken against the harassers. By finding instances where no actions were taken against the harassers, a strong message may be sent about the company’s failure to effectively handle the issue. Further, if there is proof that a supervisor participated in the harassment, the case is strengthened against the employer.

Our San Diego sexual harassment attorney’s commitment to clients goes beyond constructing a foolproof case. We understand how overwhelming the emotional toll of sexual harassment can be, and our sexual harassment lawyers in San Diego are committed to creating a supportive and safe environment for victims. Our San Diego sexual harassment attorneys take measures to ensure the safety of our clients, protecting them from any further harassment. Necessary safeguards will be put in place to keep the harasser away.

Our goal is not only to get compensation for victims, but to also encourage lasting change in California work environments. By holding employers accountable for their actions, or inactions, we hope to create a workplace culture that is inclusive, respectful, and free of harassment.

If you or someone you know has endured sexual harassment in California, you do not have to suffer in silence. Contact our sexual harassment lawyers in San Diego today and allow our experienced and compassionate attorneys to stand by your side and dight to make sure justice is served. Together, we can create a safer and better workplace for everyone.

What Types of Behavior Constitute Sexual Harassment?

The following kinds of behavior make up the most common instances of sexual harassment:

  • Verbal harassment in the form of lewd comments or remarks on a person’s clothing, appearance, or sexual activity. Sexually explicit comments or degrading jokes also qualify as verbal sexual harassment.
  • Visual harassment in the form of sexual gestures, sexually provocative images, or inappropriate staring.
  • Sexual invitations or advances.
  • Stopping an employee from moving away or inappropriate touching.
  • Offering something in exchange for sexual favors or implying that a worker can lose their job if they do not perform sexual favors.
  • Retaliating or threatening to retaliate after a negative response to any of the behaviors mentioned above.

The law in California not only safeguards sexual harassment victims, but it also protects individuals who offer support to victims or witnesses from retaliation. For behavior to be classed as sexual harassment, it does not have to be sexually motivated. Some sexual harassment is motivated by suppression, abuse of power, or control. The law also recognized all sexual orientations and genders as able to be either harasser or victim.

If you have experienced sexual harassment in the workplace, do not be afraid to reach out to our sexual harassment lawyers in San Diego for help.

What is workplace sexual harassment?

Workplace sexual harassment refers to uninvited behavior of a sexual nature or actions based on an individual’s gender, sex, or sexual orientation that promotes an offensive or hostile work environment. It is a kind of discrimination and is unlawful in the United States according to Title VII of the Civil Rights Act of 1964.

There are many forms of sexual harassment, and these may be groups according to two primary types.

The first of these categories is called quid pro quo harassment. This happens when an individual in a position of authority, like an employer, manager, or supervisor, makes decisions related to employment or offers job-associated benefits contingent on the victim submitting to unwelcome sexual advances, sexually explicit behavior, or requests for sexual favors. For instance, a manager threatening to terminate a worker unless they participate in a sexual relationship would be regarded as quid pro quo harassment.

The second category is harassment as the result of a hostile work environment. This kind of sexual harassment requires a workplace atmosphere that is offensive, intimidating, or hostile because of sexually inappropriate or suggestive comments, conduct, or behavior. It may involve offensive language, sexual jokes, unwanted advances, explicit imagery, or any other conduct that creates distress or discomfort for the victim and impacts their ability to work in a professional workplace.

Importantly, one should recognize that sexual harassment does not only involve direct actions, but also subtle or indirect behaviors that add to a hostile workplace. Both women and men can be sexual harassment victims, and the harasser may be of the opposite or same sex as the victim.

It is the legal responsibility of employers to take appropriate actions to prevent workplace sexual harassment and deal with any complaints effectively and promptly. Employees who suffer sexual harassment should be encouraged to report the behavior to their Human Resources department, their employer, or a designated authority, as well as receive guidance from relevant authorities or a San Diego sexual harassment attorney if necessary.

Not only does sexual harassment affect an individual’s wellbeing, but it also has a negative impact on job satisfaction, job performance, and overall culture at a workplace. Employees and employers should work together to create a respectful and safe work environment where everyone is treated with respect and dignity, free from any kind of harassment or discrimination.

How do you combat California sexual harassment?

Sexual harassment is a serious matter that can have long-term professional and emotional effects on its victims. The law in California tries to safeguard victims by offering them a specific timeframe within which they may file a lawsuit or claim against their employer or alleged perpetrator. The sexual harassment statute of limitations in California may vary according to particular factors, and it is vital that victims are aware of their rights when seeking justice.

According to the guidelines from the Department of Fair Employment and Housing, or DFEH, a California sexual harassment victim has one year from the time of the most recent sexual harassment incident to file a claim. Therefore, any complaints need to be submitted to the DFEH before one year elapses after the most recent incident of harassment. That said, it is essential for victims to act quickly and not delay reporting, since waiting could impact their ability to get justice.

On the other hand, if a victim decides to submit a claim to the Equal Employment Opportunity Commission (EEOC), there is a different timeframe. A victim has a maximum of six months after the most recent incident to file a claim with the EEOC. It is important to note the shorter time frame, since it differs from the one-year window the DFEH offers.

After a victim has filed a complaint, they have two choices: immediately receiving a right-to-sue letter or asking the DFEH to conduct an investigation into the sexual harassment claim. The first option permits the victim to pursue filing a complaint against the employer or perpetrator in the California Superior Court.

The seriousness of the perpetrator’s alleged actions may affect whether the victim should choose to go with a right-to-sue letter. In certain instances, when the harassment is particularly serious or ongoing, the best course of action could be to seek swift legal action. This would protect the wellbeing and rights of the victim most effectively.

Should the victim receive a right-to-sue letter, they receive an additional year from the letter’s date to submit a complaint to the California Superior Court. This period of time gives the victim extra time to prepare their case, find a San Diego sexual harassment attorney such as we offer, and make sure they have the required documentation and evidence to effectively pursue justice.

In this emotional and challenging time, it is critical that sexual harassment victims in California have the guidance and support of a skilled sexual harassment lawyer in San Diego. A knowledgeable San Diego sexual harassment attorney can construct a strong case, making sure that the victim’s rights are safeguarded, and that the perpetrator is held responsible for their behavior.

The sexual harassment statute of limitations in California varies according to whether the victim filed with the EEOC or the DFEH. It is crucial that victims understand these timeframes in order to pursue legal action against those who have harassed them. By seeking representation from a compassionate San Diego sexual harassment attorney, victims may have an advocate on their side who will fight to ensure that the perpetrator is punished for their actions. Contact a sexual harassment lawyer in San Diego today.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment Law

Most recent blogs:

Is the patient or IHSS responsible for a caregiver wage?

This article highlights the legal protections and remedies available to caregivers for recovering unpaid wages, additional compensation, and late payment fees, demonstrating the legal channels caregivers can utilize to secure justice and proper payment.

How much money does a stripper make?

A stripper's earnings can range from $300 to $5,000 nightly or $6,000 to $100,000 monthly, influenced by factors such as location, attractiveness, skills, and the number of hours worked.

What does Job outlook mean and Why is it important?

A job outlook is a statement that project rate of growth or decline in employment for a position or occupation. Job outlook is important because it predicts if a career will grow or job availability for an occupation.

20 Types of Interviews and Tips to Succeed at Each

Interviews are pivotal in the hiring process, offering deeper insights into candidates' abilities. This article explores 20 common interview types, providing strategies for success. Preparation tips help candidates navigate each format, showcasing their qualifications effectively.

What is California Pay Transparency Law?

California's pay transparency law mandates businesses to publish pay ranges in job descriptions, aiming to eliminate wage disparities and promote equitable compensation practices. The law impacts both employers and employees by requiring transparent salary structures, prohibiting salary history inquiries, and empowering employees with the right to know and negotiate fair pay.

Employee Law in California

Employment law in California comprises a set of regulations and legal standards that govern the relationship between employers and employees in the state. These laws cover a wide range of areas including wage and hour requirements, anti-discrimination policies, workplace safety, and employee rights.

Laws that Prohibits Wrongful Termination

There are different types of federal and California laws that prohibit wrongful termination. This article identifies and discusses the different types of wrongful termination laws.

California Final Paycheck Law

Under California final paycheck law, a final paycheck must be given to an employee immediately at the time the employee is fired. A final paycheck must be given to an employee when the employee resigned from job.

Working Off the Clock: California Law

Working off the clock means that employees' work is not paid. Under California employment law, employees working off the clock without compensation is illegal.

What Is Job Displacement Benefits Workers Compensation?

If an injured worker cannot return to long-term work because of a permanent disability. Under California workers' comp, the worker may receive a supplemental job displacement benefit of $6,000 that the displaced worker can spend for job training and education.

How to call in sick to work?

When calling in sick to work, be direct and concise, stating your inability to come in due to illness. Inform your supervisor or HR the nature of your illness and when you expect to return.

Equal Pay Act: What is it?

The Equal Pay Act an employers from paying their workers less than employees of the opposite sex for similar or identical work.

Exotic Dancer License & Stripper License

It is unlawful to work as an adult entertainer without a stripper license, called a "adult entertainment permit. Therefore, knowing how to get your stripping license is necessary to work in a adult club.

What Is A Hostile Work Environment?

The law defines an unlawful hostile work environment to mean when a superior or coworker communication or behavior that is offensive, intimating, or discriminate on the basis of gender, religion, race, ethnicity, etc.

Can you take unpaid time off in California?

There is no legal requirement in California that an employer provide its employees with either paid or unpaid vacation time. However, the federal Family and Medical Leave Act (FMLA) gives eligible employees the right to take up to 12 weeks of unpaid leave per year.

Contact our sexual harassment lawyer in San Diego to protect your rights.

Please tell us your story:

0 + 1 = ?