Sexual harassment in the workplace can take many forms, including unwelcome advances, inappropriate comments, or a hostile work environment. It may involve:
- Quid pro quo harassment – When job benefits, promotions, or raises are conditioned on accepting sexual advances.
- Hostile work environment – When offensive remarks, jokes, or behaviors create an intimidating or uncomfortable workplace.
- Unwanted physical contact – Including touching, groping, or other inappropriate physical interactions.
- Sexually explicit messages – Emails, texts, or images that are suggestive, offensive, or inappropriate.
If you experience any of these behaviors, it’s important to understand that you have rights and legal protections. Contact PLBH at (800) 435-7542 if you believe you have been the victim of sexual harassment at work and require help from an employment law attorney.
How to Report Sexual Harassment at Work
Taking action against workplace harassment can be intimidating, but following the correct steps can help protect your rights and strengthen your case.
Document Everything
- Write down details of each incident, including dates, times, locations, and the individuals involved.
- Save copies of emails, text messages, or other communications related to the harassment.
- Keep a record of any witnesses who may have seen or heard the harassment.
Report the Harassment to Your Employer
- Follow your company’s internal reporting procedure, which is often outlined in the employee handbook.
- Report the harassment to your supervisor or human resources (HR) department. If your supervisor is the harasser, escalate the complaint to a higher authority.
- Request a written record of your complaint for your personal documentation.
File a Complaint with a Government Agency
If your employer fails to take appropriate action, you have the right to file a complaint with a state or federal agency:
- Equal Employment Opportunity Commission (EEOC): You typically have 180 days (or 300 days in some cases) from the date of harassment to file a charge.
- California Department of Fair Employment and Housing (DFEH): California employees have up to three years to file a complaint.
Once a complaint is filed, the agency will investigate the claim and determine if legal action should be taken.
Understanding Employer Retaliation and Your Rights
Many employees fear that reporting harassment will lead to negative consequences, such as job loss, demotion, or a hostile work environment. Retaliation is illegal under both federal and California employment laws and may include:
- Termination or demotion – Being fired or reassigned to a lower-paying position after filing a complaint.
- Reduced hours or pay cuts – A sudden, unjustified decrease in work hours or wages.
- Negative performance reviews – Unfair disciplinary actions or poor evaluations after reporting harassment.
- Exclusion or mistreatment – Being isolated from coworkers or assigned undesirable tasks as punishment.
If you experience retaliation, document all changes to your job conditions and consult with an attorney immediately.
Legal Options if You Face Retaliation
If your employer retaliates against you for reporting harassment, you may have grounds for legal action. You can:
- File a retaliation complaint with the EEOC or DFEH – Just like harassment claims, retaliation complaints are investigated by state or federal agencies.
- Pursue a lawsuit against your employer – If agency intervention does not resolve the issue, you may be able to file a lawsuit for damages, including lost wages, emotional distress, and reinstatement to your previous position.
Protect Yourself and Seek Legal Help
Standing up against workplace harassment can be challenging, but you don’t have to face it alone. An experienced employment law attorney can help you navigate the reporting process, protect your rights, and take legal action if necessary. If you’ve experienced workplace sexual harassment or retaliation, contact PLBH at (800) 435-7542 for a confidential consultation.