Sexual Harassment Law In California
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Workplace Protections Against Sexual Harassment
Sexual harassment in the workplace is illegal under a number of state and federal statutes. The Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964 are the two main sources of California's laws. Employers are prohibited from discriminating on the basis of sex (including pregnancy), gender, or other protected classes under the FEHA and Title VII, respectively. Employers may be held liable for sexual harassment if they violate any of these regulations.
What If My Employer Ignores My Sexually Harassment Claim?
Many sexual harassment victims find it difficult to speak up after an event, especially when it occurs at work. If you are the victim of sexual harassment at work, you should report the incident as soon as possible to a superior or a member of human resources.
Employers have a responsibility to thoroughly examine any allegations of sexual harassment. To manage these allegations, every employer should have a protocol in place. Employers should not allow these practices, regardless of the circumstances, if the claim is true.
Some employers, on the other hand, do not respond to concerns. For any of the following reasons, an employer may choose to ignore a harassment complaint :
– The employer does not take sexual harassment seriously and has no interest in investigating such claims.
– There is a culture that allows for excusing high performing employees and supervisors of inappropriate behavior.
– The employer doesn’t see the nature of the complaint as “serious” enough to warrant intervention, such as not recognizing persistent sexual comments or a hostile work environment as forms of harassment.
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Our Experienced Employment Attorneys fight for California employees who need aid in attaining justice. We are on the side of industrious people who are denied opportunities owing to unlawful, discriminatory, and unfair employers.
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Employees are protected by federal and state legislation. Employees who believe they have been subjected to workplace sexual harassment or discrimination may consult an employment lawsuit attorney. A lawyer can assess the situation and explain the employee’s choices. In the interim, workers should maintain precise records of any workplace harassment they encounter.
California law guarantees food and rest periods. Employees who believe they are not getting the breaks they are entitled to can see an employment dispute attorney. A lawyer may assess the matter and advise the employee on his or her choices, which may include suing. A potential claimant should read the company’s employment regulations and maintain precise records of their hours worked and breaks taken.
When you are dealing with a legal issue, you need to know that you have a qualified and experienced attorney on your side who will not stop until your case is settled in your favour. At Pacific Attorney Group, you’ll receive precisely that. We know the law and how to make it work for you after more than 70 years of combined expertise.