Sexual Harassment

WHAT IS SEXUAL HARASSMENT?

According to the Fair Employment and Housing Act, harassment based on sex includes: sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions.

WHAT ACTS CONSTITUTE SEXUAL HARASSMENT?

Acts of sexual harassment can include: unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature, offensive behavior, and gender-based harassment of a person of the same sex as the harasser.
For more information on harassment, please see our “Harassment” practice area page.

THE FOLLOWING IS A PARTIAL LIST OF VIOLATIONS:

Unwanted sexual advances
Offering employment benefits in exchange for sexual favors
Making or threatening reprisals after a negative response to sexual advances
Visual conduct: leering, making sexual gestures, displaying of suggestive objects or pictures, cartoon or posters
Verbal conduct: making or using derogatory comments, epithets, slurs, and jokes
Verbal sexual advances or propositions
Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations
Physical conduct: touching, assault, impeding or blocking movements

WE CAN HELP

If you feel that you have been sexually harassed by your employer, you should contact an employment attorney immediately to protect your legal rights under both State and Federal laws.

The employment law matters are often complex and fact specific. At Mostafavi Law Group, APC, we treat your situation uniquely, and will tailor our representation to your situation and needs with commitment and zealous advocacy to maximize the recovery for you.

TAKE AN ACTION TODAY TO PROTECT YOUR RIGHTS

Contact us today by calling (310)473-1111, send us a fax at (310)473-2222 or email us at admin@mostafavilaw.com. We are here to help.

Latest Blog

Prejudice is not required for waiver of arbitration

No prejudice is required in determining whether a party to an arbitration agreement has waived its right to compel the arbitration and stay the action in the court. Morgan v. Sundance, Inc. (US 21–328 5/23/22) Arbitration Petitioner Robyn Morgan worked as an hourly employee at a Taco Bell franchise owned by respondent Sundance. When applying for […]

Pandemic Unemployment Assistance (PUA)

As part of the federal CARES Act, the new Pandemic Unemployment Assistance (PUA) program helps unemployed Californians who are business owners, self-employed, independent contractors, have limited work history, and others not usually eligible for regular state UI benefits who are out of business or services are significantly reduced as a direct result of the pandemic. The […]

GrubHub, DoorDash, Postmates and Uber Eats were sued in for sticking restaurants with “devil’s choice”

NEW YORK (Reuters) – GrubHub, DoorDash, Postmates and Uber Eats were sued on Monday for allegedly exploiting their dominance in restaurant meal deliveries to impose fees that consumers ultimately bear through higher menu prices, including during the coronavirus pandemic. In a proposed class action filed in Manhattan federal court, three consumers said the defendants violated […]

The California Supreme Court will decide on the faith of the gig economy

The California Supreme Court in CASTELLANOS v. STATE OF CALIFORNIA (Case: S279622) is presented with the question that does Business and Professions Code section 7451, which was enacted by Proposition 22 (the “Protect App-Based Drivers and Services Act”), conflict with article XIV, section 4 of the California Constitution and therefore require that Proposition 22, by […]

Rest and meal premiums are considered wages

The California Supreme Court in Naranjo v. Spectrum Security Services, Inc. (SC S258966 5/23/22), held that meal breaks are considered wages for the purpose of waiting penalty statute if the employee is not paid when the employment ends with the employer. The Naranjo Court, held that the extra pay for missed breaks constitutes “wages” that must be reported on […]