California Harassment Attorney

Going to work every day becomes infinitely more difficult if all you have to look forward to is a day full of harassment from co-workers and superiors. This does not have to be the case. You have a right to perform your employment duties in an environment that is conducive to your safety and productivity.

At Jay S. Rothman & Associates, our legal team is composed of experienced individuals who are committed to standing up for workplace harassment victims. We handle only employment law-related matters, allowing us to focus our attention on these types of cases and provide specific guidance and information on these issues to our clients.

We Fight Harassment In Every Form

We are dedicated to providing these clients with the thorough and vigorous representation they deserve in order to seek vindication. Our attorney take on any harassment case, including;

• Sexual orientation harassment: Although heterosexual individuals may be subject to this type of harassment, in most cases the harasser is heterosexual and the individual being harassed is homosexual or perceived as such.
• Age harassment: Harassment based on age can be subtle, but it can often look like attempts to “lighten your load” or exclude you from meetings on technical subjects you “won’t get.” It can be more aggressive too, barring you from working with groups due to your age.
• Disability harassment: Verbal comments about your disability and your skills can come from your co-workers or your employers. These comments can lead to personal anguish and loss of work opportunities.
• Racial harassment: Racial harassment ranges from the overt and aggressive to the subtle and frustrating. Whatever struggles you face in the office, if they are based on your racial background, you can take steps to end it.

Our firm aggressively stands up for the rights of individuals being harassed no matter the situation. We’re on your side, and we do not let your employer push you around.

Quid Pro Quo Vs. Hostile Work Environment

Harassment works differently in different contexts. Two of the major contextual harassment differences that can be hard to parse are quid pro quo harassment and hostile work environments. A quid pro quo harassment case is often a form of sexual harassment, where a person in power demands sexual favors or some form of accommodation in exchange for promotions or even not getting fired. Quid pro quo is typically private, behind closed doors and heavily laced with secrecy.

A hostile work environment, on the other hand, is much more in the open. It is an engineered effort to isolate or intimidate in the workplace. Hostile work environments can be top down, led by managerial culture or it could be generated by colleagues without a centralized effort. Either way, the results are a workplace that is painful to enter.

Either type of harassment is a gross abuse of you, and we will help you stand up and put an end to it.

Supervisor Vs. Coworker Liability

A final question of harassment cases is who is responsible? Is it the coworker or the supervisor? The answer depends on a lot of factors. If the behavior is reported and ignored, then it is potentially the supervisor who is liable. If the behavior is discouraged but consistent it can be the coworker. However, these are complex questions that demand insightful, legal attention.

Third-Party Harassment

If you are harassed by a visitor to your workplace, customers, vendors or other visitors to the site, this may be a different type of claim. Your employer may not be responsible for this type of harassment, however, that would again depend on their actions upon a report.

What Should I Do If I Am Being Harassed At Work?

If you are being harassed at work, start by protecting your safety, job and any proof of the harassing incidents. Harassment can feel personal and isolating, but the steps you take now may help show what happened later. Save emails, texts, voicemails, schedules, write-ups and names of witnesses. Keep copies outside the employer’s system if you can lawfully access them. Keep a private written log with dates, places, names, exact words and what happened after you reported the conduct. These steps are not often sufficient without also getting legal representation, but they can preserve the facts before records disappear or memories fade.

You should also report the harassment through the company’s stated process when it is safe and practical. Some employers take complaints seriously. Others ignore the problem, blame the employee or start building a paper trail. If your employer punishes you after a complaint, our firm handles employer retaliation claims. Our attorneys can review the facts, timeline and stated reasons. The goal is to help you understand whether the conduct may support a legal claim and what steps may protect your rights.

Frequently Asked Questions About Workplace Harassment

Workers often have serious concerns before they report misconduct, gather records or speak with an attorney. Here, we have provided answers to some questions we often receive from harassment claim clients.

Can my employer fire me for reporting harassment?

California law prohibits employers from retaliating against workers who report workplace harassment in good faith. Retaliation may include firing, demotion, reduced hours, harsher discipline, bad assignments or sudden negative reviews. If the punishment starts after your complaint, that timing may matter. Our firm handles retaliation cases and can examine whether the employer’s reason is real or manufactured.

What filing deadline applies to my California harassment claim?

California deadlines can be strict. In many employment harassment cases, workers must submit an intake form to the California Civil Rights Department within three years of the last illegal activity. This deadline can pass while an employee is still hoping the workplace will improve. Do not wait until the employer controls the story and the proof becomes harder to find.

What evidence do I need to prove a hostile work environment?

Evidence may include emails, text messages, chat logs, voicemails, photos, witness names, complaint records, schedule changes and discipline records. A private written log can also help connect repeated events. Write down dates, locations, people involved, exact statements and how management responded. You may not have one document that encompasses all necessary information, but a clear pattern can help show how the workplace became hostile.

We’ll Fight For You In Every Type Of Harassment Case

Whether your fight is to put an end to harassment or to stop retaliation for your previous stand against harassment we can help. Contact a California harassment lawyer at the law firm of Jay S. Rothman & Associates today to learn how we can help you through your harassment situation. A free initial consultation is offered so you can have your case assessed by a member of our experienced legal team. Flexible appointment times are available. No recovery, no fees, costs advanced.