What You Need to Know About Sexual Harassment in Stockton
The federal Civil Rights Act of 1965 and the California Fair Employment and Housing Act both forbid sex discrimination in employment making it an employment law violation. This includes sexual harassment. Broadly speaking, there are two common forms of sexual harassment:
- Quid Pro Quo: In quid pro quo sexual harassment, a supervisor or someone in a position of authority seeks sexual favors from an employee in exchange for some job-related benefit. For example, if your boss promises to give you a raise if you sleep with them, that is quid pro quo sexual harassment.
- Hostile Work Environment: If an employer creates or tolerates a workplace culture where there is pervasive or severe unwelcome conduct based on sex, that is considered hostile work environment sexual harassment. For instance, if you are regularly subjected to unwelcome sexual remarks or “jokes” or deal with co-workers who touch you in a sexual manner, that can demonstrate the existence of a hostile work environment.
One thing to note is that sexual harassment can come from many different sources, not just a supervisor harassing a subordinate. In many cases, employees face illegal sexual harassment from co-workers, customers, and clients. An employer can still be held liable for such harassment if they knew–or should have known–what was happening and failed to take appropriate corrective action.
Can I Seek Compensation for Sexual Harassment in California?
In recent years, California law regarding sexual harassment has seen significant changes that favor victims. Under current law, an employer cannot require you to waive your right to file a civil lawsuit for sexual harassment in exchange for any job-related benefits, such a raise or continued employment. Nor can an employer require you to submit any sexual harassment complaints to binding arbitration.
So if you can prove that sexual harassment occurred, you can recover significant damages from a current or former employer, or any other defendants who may be personally liable for such harassment. These damages may include:
- back pay
- front pay and benefits you would have received
- compensation for your pain and suffering, mental anguish, and loss of reputation
- legal fees and court costs
Contact Our Stockton Sexual Harassment Lawyers Today
Sexual harassment is not something you should tolerate. There are legal options for holding an employer accountable for such behavior. But you should not delay. California law imposes a three-year deadline on most sexual harassment claims. This means you must take action within three years of the most recent act of harassment.
If you need to speak with a qualified Stockton sexual harassment attorney about your case, call Venardi Zurada LLP today at (833) VZ FOR ME to schedule a free confidential consultation.
