Employees may experience harassment in many different ways. While sexual harassment is probably the most well-known type of harassment, employees may also be harassed based on their race, ethnicity, age (over 40), sexual orientation, religious beliefs, disability, marital status, and more.
KLF's employment attorneys work with you to determine if you have a case for harassment. If so, your employer could be required to pay you or provide other compensation. We negotiate on your behalf and file a lawsuit as necessary. If we find that your employer also has violated the rights of your coworkers, we may be able to help them, too.
Contact us regardless of whether or not you are confident that your employer broke the law. We are here to help you make that determination. Based in Glendale, we represent employees in the Los Angeles area and throughout California. All consultations are free and confidential.
Broadly speaking, there are essentially two types of sexual harassment. First, sexual harassment can occur where an employer or supervisor conditions some sort of benefit or a promotion in the workplace in exchange for a sexual act. This type of harassment is known as quid pro quo sexual harassment.
The second type of sexual harassment can occur in the context of a hostile work environment. A hostile work environment may rise to the level of an actionable sexual harassment claim where the employee is subjected to severe or pervasive comments of a sexual nature. For example, a supervisor who directs sexual jokes at an employee on a daily basis may be fostering a hostile work environment because the comments are pervasive, i.e. happening frequently. On the other hand, if a co-worker uses violence to, for example, forcibly kiss another employee, and the employer knows the harasser has a habit of doing things like this based on prior complaints, that single instant of harassment may be severe enough to constitute a hostile work environment where the employer may be held liable.
Harassment based upon a hostile work environment may be created based upon conduct related to race, ethnicity, age (over 40), sexual orientation, religious beliefs, disability, marital status, and other protected characteristics. The conduct of the supervisor or co-worker must be severe or pervasive to constitute a hostile work environment. For example, weekly jokes about a person’s age and their ability to complete their work may be pervasive because the jokes are occurring regularly. Violence against an employee based upon the employee’s race, even if occurring a single time, may be severe enough to rise to the level of a hostile work environment.
If you believe you may experienced harassment in the workplace and would like to speak with an attorney, we encourage you to get in touch by emailing firstname.lastname@example.org or calling the firm at (818) 221-2800.