Workplace Harassment Attorneys in Pasadena, California

Conduct That Could Be Considered Harassment

Numerous types of behavior could be considered harassing, including: 

• Verbal harassment: rude comments, threats, slurs, obscene language
• Physical harassment: touching, assault
• Visual harassment: offensive objects, pictures, posters, emails 

The conduct must relate to a protected category. While the individual engaging in harassment may not be ill-motivated, their actions must still be tied to a protected category. For example, a supervisor might make a joke that involves poking fun at someone’s religion. The supervisor may not intend to offend or cause harm to the recipient of the joke. Still, the fact that the joke is motivated by the person’s religion is potentially enough to create illegal harassment.

The Conduct Must Be “Severe Or Pervasive”

To be considered unlawful, the harassing conduct must be severe or pervasive. It can be viewed as a sliding scale in that the more severe the conduct, the less pervasive it has to be, and vice versa.

A single action that is severe, like a supervisor physically attacking someone because of their race on a single occasion, could be enough to constitute unlawful harassment. However, a single comment about someone’s race that was intended to be a joke would likely not be sufficient to be considered illegal harassment.

If the supervisor makes a joke about someone’s race every day for a month, the conduct is pervasive enough to create illegal harassment.

The Source of the Harassing Conduct 

A company is automatically liable if one of its managers or supervisors engages in unlawful harassment. On the other hand, if a co-worker or third party engages in harassing conduct, the company is not liable unless they know of or should have known of the conduct.

This means that if a co-worker unlawfully harasses you because you belong to a protected category, and managers do not observe the conduct and you do not report it, then it’s likely the company will not be liable.

It is critical to immediately report any unlawful harassment by a co-worker or third party you interact with (like a customer or vendor) to a supervisor, manager, and the human resources department. Make sure you put your complaint in writing and save a copy of it.

When Should You Act in a Potential Workplace Harassment Case?

When facing potential workplace harassment, employees should act promptly. Timeliness is crucial, as California law sets strict timeframes for addressing and reporting harassment claims. Under the Fair Employment and Housing Act (FEHA), you should first inform your employer that the behavior is unwelcome and must cease. This can be accomplished through direct communication, as mentioned above, or by following the company's reporting procedures, typically outlined in the employee handbook.

The next step is to document the incidents in detail, including dates, times, locations, and any witnesses. Simultaneously, you can file a complaint with the California Department of Fair Employment and Housing (DFEH).

The DFEH serves as an essential resource, as it can assist, conduct investigations, and prosecute cases on your behalf if necessary. The filing of this complaint should take place within one year from the date of the last incident of harassment, but given the nuances of each case and the possibility of early resolution, it is advised to act without delay. 

In many cases, it is also helpful to speak with a Pasadena workplace harassment attorney early in the process so you understand how your actions, documentation, and communications with human resources might affect a future claim. An attorney who regularly appears in Los Angeles County Superior Court for employment matters can explain how judges and juries in the Pasadena area tend to view harassment evidence and help you avoid missteps that could weaken your position.

Can I Be Retaliated Against For Reporting Workplace Harassment?

Workers in California are legally protected from any negative consequences when they report workplace harassment. Federal protections under Title VII of the Civil Rights Act, alongside California’s Fair Employment and Housing Act (FEHA), prohibit retaliation, including firing, demotion, or altering work conditions. These laws ensure employees can report harassment without fear of reprisal. Should retaliation occur, it is crucial to seek legal advice from an attorney to navigate your rights and options. Upholding your rights is crucial to ensuring a fair and equitable working environment. If you have experienced harassment in the workplace, be sure to contact Domb Rauchwerger LLP.

Damages You Could Secure with Our Help

Our attorneys have years of experience in the field of employment law. We are familiar with all the damages available to victims of workplace harassment. No matter how severely harassment has impacted your life, emotional well-being, and financial status, our team can calculate what you may be owed and fight for rightful compensation. 

If we win your case, you could receive any of the following damages:

• Current and/or future lost wages
• Medical expenses if you experienced physical harassment that caused an injury
• Emotional distress
• Loss of enjoyment of life
• Punitive damages are designed to punish extreme wrongdoing under certain circumstances

What to Expect When You Work With Our Firm

Deciding to contact an attorney can feel daunting, especially if you are still working for the employer or worried about how a claim might affect your future. When you hire our firm, we start by listening carefully to your story in a confidential consultation, reviewing any documents you have, and explaining how California and federal law apply to your situation. From there, we outline potential paths forward so you can decide, with clear information, whether to pursue an internal complaint, an administrative charge, or a lawsuit.

Throughout your case, a lawyer from our team will keep you updated on important developments and help you understand what each step means, whether that involves responding to an investigation, participating in mediation, or preparing for a possible trial in the Los Angeles County court system. We handle communications with your employer’s lawyers and the agencies involved so you can focus on your work, your health, and your family, while remaining involved in key decisions about settlement and strategy. Turn to a Pasadena workplace harassment lawyer now.

Why Choose Domb Rauchwerger LLP for Your Workplace Harassment Case?

When facing workplace harassment, it's crucial to have a legal team that not only understands the law but also cares about your well-being. At Domb Rauchwerger LLP, we pride ourselves on our client-first approach, ensuring that you feel supported and empowered throughout the legal process.

Here are a few reasons why we stand out:

• Experienced Attorneys: Our team is well-versed in California's workplace harassment laws and has a proven track record of successful cases.
• Personalized Attention: We take the time to listen to your story and tailor our legal strategies to meet your unique needs.
• Compassionate Support: We understand the emotional toll that harassment can take. Our attorneys are not just advocates; we are your allies.
• Transparent Communication: We keep you informed at every step of the process, ensuring you never feel in the dark about your case.
• No Upfront Fees: We work on a contingency fee basis, meaning you only pay if we win your case.

If you are experiencing harassment at work, don’t hesitate to reach out. Let Domb Rauchwerger LLP help you reclaim your peace of mind and fight for your rights.

Don't hesitate—reach out to an experienced workplace harassment attorney now. Complete an online form to take the next step.