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California Workplace Harassment Lawyers

California has some of the strictest employment laws in the nation, preserving your right to receive fair treatment and equal benefits and protecting you from being exposed to hostile or discriminatory acts in the workplace.

Workplace Harassment Comes in Many Forms

California Sexual Harassment LawyersCalifornia law provides some of the strongest workplace protections in the nation but it takes an experienced attorney to help you fight for your rights.

Harassment is inappropriate or offensive conduct that is severe or pervasive enough to alter an employee’s working conditions. Harassment in the workplace is illegal where is it based one of the factors listed below.

These are various types of harassment that are prohibited by the law:

Gender Harassment

If you have experienced harassment related to your gender, sex, or gender identity you may be a victim of gender harassment and protected under federal laws.

Gender harassment, or gender-based harassment, occurs when a person harasses another based on their gender or gender identity. The harassment does not need to be based on anything of a sexual nature. Instead, gender harassment usually involves stereotypes based on the roles and functions associated with a particular gender.

Workplace gender harassment laws are similar to Title IX laws, which prevent gender harassment and discrimination in school settings. In an employment and work setting, gender harassment can occur between co-workers, between a supervisor and a subordinate, and in various other settings.

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Hostile Work Environmental Harassment

In United States labor law, a hostile work environment exists when one’s behavior within a workplace creates an environment that is difficult or uncomfortable for another person to work in due to discrimination.

Common complaints in California sexual harassment lawsuits include fondling, suggestive remarks, sexually-suggestive photos displayed in the workplace, use of sexual language, or off-color jokes. Small issues, annoyances, and isolated incidents typically are not considered to be illegal.

To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to a reasonable person. An employer can be held liable for failing to prevent these workplace conditions, unless it can prove that it attempted to prevent the harassment and that the employee failed to take advantage of existing harassment counter-measures or tools provided by the employer.

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California Hostile Workplace Harassment Lawyers

Pregnancy Harassment

If you have experienced pregnancy harassment related to childbirth, breastfeeding, or related medical conditions, then you may be a victim of pregnancy harassment and are protected under federal laws.

It is unlawful to harass a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. Harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).

The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

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Quid Pro Quo Harassment

The Latin term quid pro quo translates to “something for something.”

Therefore, quid pro quo harassment occurs in the workplace when a manager or other authority figure offers or merely hints that he or she will give the employee something (a raise or a promotion) in return for that employee’s satisfaction of a sexual demand. This also occurs when a manager or other authority figure says he or she will not fire or reprimand an employee in exchange for some type of sexual favor.

A job applicant also may be the subject of this kind of harassment if the hiring decision was based on the acceptance or rejection of sexual advances.

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Sexual Harassment

California Quid Pro Quo Harassment Lawyers
Workplace sexual harassment is defined as unwelcome sexual advances or conduct of a sexual nature that unreasonably interferes with the performance of a person’s job or creates an intimidating, hostile, or offensive work environment.

Sexual harassment can range from persistent offensive sexual jokes to inappropriate touching to posting offensive material on a bulletin board. Sexual harassment at work is a serious problem and can happen to both women and men.

Both state and federal laws protect employees from sexual harassment at work. Sexual harassment is a form of sex discrimination under Title VII of the Civil Rights Act of 1964. While Title VII is the base level for sexual harassment claims, states like California have sexual harassment laws that may be even more strict. Check the laws of your state for more information.

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Workplace Bullying

Bullying is a substantial problem in workplaces across the United States. A third of American workers have reported experiencing some form of bullying by managers or coworkers and another 25% reported having witnessed the bullying of a coworker.

Abusive work environments can reduce productivity and morale, lead to higher absenteeism and turnover rates, and increase medical and workers’ compensation claims. Under current law, victims of workplace bullying have a legal remedy only if the abuse is related to a protected category (such as race, gender, disability, sexual orientation or age).

Employers who fail to comply with the law may face penalties from the Department of Fair Employment and Housing, the state agency charged with enforcing California’s discrimination and harassment laws. The law does not, however, create a civil claim for abusive conduct itself.

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Why Work with Our Workplace Harassment Lawyers

At Matern Law Group we have a strong history of protecting California employees. Our workplace harassment lawyers take each case seriously. We hold employers accountable.

Frequently Asked Workplace Harrasment Questions

Workplace harassment is any unwelcome behavior, based on characteristics like race, gender, age, religion, disability, or sexual orientation, that creates an intimidating, hostile, or abusive work environment.

This includes actions, words, and physical gestures that make someone feel uncomfortable, humiliated, or unsafe. Importantly, workplace harassment is not just about hurt feelings; it’s a violation of your rights that can affect your work performance and well-being.

Harassment in the workplace goes beyond mild disagreements or simple annoyances. It involves unwelcome behavior that is severe or pervasive enough to create an intimidating, hostile, or abusive environment. This can include:

  • Physical: Threats, unwanted touching, aggressive gestures, or blocking someone’s path.
  • Verbal: Derogatory comments, insults, slurs, or offensive jokes.
  • Visual: Displaying offensive images, cartoons, or symbols.
  • Online: Cyberbullying, inappropriate messages, or social media posts directed at a coworker.

This behavior doesn’t have to be directed at you personally to be harassment; witnessing offensive conduct can still create a hostile environment.

Proving workplace harassment involves gathering strong evidence. This might include:

  • Documenting Incidents: Keep a detailed record of every incident, including dates, times, locations, what was said or done, and any witnesses.
  • Collecting Witness Statements: If coworkers saw or heard the harassment, their testimony could be crucial.
  • Emails, Messages, or Notes: Save all relevant communications, especially if the harassment is documented in writing or via text.
  • Video Photo or Audio: Preserve legally collected photos, audio, video, or other material that support your claims.

Having this documentation will help substantiate your case if you choose to report or pursue legal action.

To prove harassment, you must demonstrate that the conduct:

  • Was unwelcome.
  • Was offensive in nature.
  • Targeted a protected characteristic under Title VII or related employment laws.
  • Was severe or pervasive enough to affect your ability to perform your job.

Yelling at work isn’t always harassment, but it can cross the line when:

  • it becomes excessive or is targeted specifically at you in a way that causes you to feel intimidated or unsafe.
  • the yelling is discriminatory.
  • It creates a hostile work environment, making it difficult for the employee to perform their job.

For example, if a manager consistently yells at employees based on their race, gender, or other protected characteristics, it may be harassment.

No, workplace harassment doesn’t have to happen at a physical job site to be considered illegal. Harassment can occur in any work-related context, including:
  • Offsite Events: Conferences, retreats, or team-building activities.
  • Remote Workspaces: Inappropriate comments or messages during video meetings or on workplace messaging platforms.
Social Settings: Unwanted behavior at after-work gatherings that impacts your work environment.

If you’re experiencing harassment, take these steps:

  1. Report Internally First: Report to HR or your direct supervisor if you feel comfortable. Many companies have policies in place to handle harassment complaints, and addressing it internally can sometimes resolve the issue.
  2. Document the Reporting Process: Record whom you spoke with, what was said, and any follow-up actions promised by your employer.
  3. File a Complaint with the EEOC or DFEH: If the situation doesn’t improve, you can file a complaint with the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH). These agencies handle claims of workplace harassment.

Consult with an Attorney: Speaking with an employment attorney can help you understand your rights and strengthen your case.

To file a workplace harassment complaint, follow these steps:
  1. Gather Evidence: Collect any documentation, emails, messages, or witness statements that support your complaint.
  2. File Internally: Start by filing a complaint with your company’s HR department, following their process for reporting harassment.
  3. File a Government Complaint: If the harassment isn’t addressed, file a complaint with the EEOC or DFEH. These agencies will investigate your claim and may take action if they find that your rights were violated.
Speak to an Employment Lawyer: If your complaint doesn’t lead to a resolution, consulting with a lawyer can help you evaluate your legal options for further action.
Yes, you can sue for workplace harassment if:
  • The harassment is based on a protected characteristic (e.g. race, sex, or disability).
  • The behavior is severe or pervasive enough to interfere with your ability to work or creates a hostile work environment.
  • You have exhausted internal reporting processes or received a “right to sue” letter from the EEOC or your state agency.
Before filing a lawsuit, you’ll typically need to file a complaint with the EEOC or DFEH, which gives your employer a chance to address the issue first. An employment attorney can help you understand whether you have a strong case for a lawsuit.
Workplace harassment can have serious consequences for individuals and the organization as a whole. For employees, the effects may include:
  • Emotional and Psychological Stress: Anxiety, depression, feelings of helplessness, burnout, or post-traumatic stress disorder (PTSD).
  • Physical Health Issues: Stress-related symptoms such as headaches, fatigue, insomnia, and high blood pressure.
  • Decreased Job Performance: Victims often struggle with focus, productivity, and confidence, which can impact their career growth.
  • Financial Strain: Harassment may lead to missed work, reduced income, or expenses related to medical care or therapy.
  • Professional Setbacks: Victims may feel compelled to leave their job, resulting in disrupted careers and missed opportunities.
The effects aren’t just personal. Harassment can create a toxic work environment, harming morale and productivity for everyone.

No, workplace harassment is not limited to sexual misconduct. Harassment can take many forms and still be illegal if it targets a protected characteristic, such as:

  • Race or Ethnicity: Racial slurs, derogatory jokes, or discriminatory treatment.
  • Religion: Mocking religious practices, attire, or beliefs.
  • Disability: Ridiculing someone’s physical or mental condition.

Gender: Disparaging comments or unequal treatment based on gender, even when not sexual in nature.

Our Approach

Our Practices are Guided by Integrity. We’ll protect what you deserve.

We work tirelessly and fight tenaciously to hold rights employers accountable.

We help uphold employee rights of victims of harassment as defined by existing Federal and California State laws.

If you’ve experienced a distressing incident related to an issue like this, call us for a free case evaluation.

Did You Know?

Pregnancy Harassment
The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
Quid Pro Quo Sexual Harassment
Quid pro quo harassment cases include those where an employer makes certain job benefits contingent on an employee’s acceptance of sexual advances or conduct.
Sexual Harassment
Sexual harassment can take so many forms, from inappropriate touching and requests for sexual favors, to crude and offensive jokes and comments. It takes experienced harassment lawyers to properly evaluate your claims.

Is It Illegal, or Just Unfair?

Legal cases can be lengthy, complicated, and confusing, but you don’t have to take on the system all by yourself. If you believe someone has violated your individual rights, or the rights of a large group of people in your community, we can help you find the right course of action.

Complete the form below or call: 855-913-1134 for a FREE consultation today.

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