Oakland Sexual Harassment Lawyers

If you work in Oakland, whether it’s in an office setting, a retail setting, a professional office, in healthcare, or most other types of work – you have the right to do that work without being sexually harassed by your employer or someone you work with. Employees have the right to feel protected from being pressured to consent to sexual conduct in order to receive betters assignments or benefits – or avoid receiving worse assignments or losing benefits for refusing to engage in sexual conduct.

You generally have the right to feel safe from sexual conduct that makes doing your job unbearable or uncomfortable. At Miracle Mile Law Group, our Oakland employee rights lawyers help employees when employers, supervisors, coworkers, contractors, vendors, and customers engage in sexual harassment in the workplace. We understand the federal and state laws that apply. We have the experience and resources to fight the expensive lawyers for your employer. We understand what acts constitute sexual harassment, when you’re protected, who is protected, and what damages you can claim.

• What federal and California laws protect sexual harassment victims?
• What conduct is considered sexual harassment in Oakland?
• What are my Oakland employer’s obligations to stop sexual harassment in the workplace?
• What steps should I take if I’ve been sexually harassed at my Oakland job?
• How much is my Oakland sexual harassment claim worth?

At Miracle Mile Law Group, our sexual harassment lawyers asset the state and federal laws that protect victims of sexual harassment.

• The US Civil Rights Act – Title VII. This federal law states that “harassment on the basis of sex” is a violation of section 703 of title VII of the US Civil Rights Act. Sexual harassment is defined as follows:

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

• Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
• Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals.
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.”

If this law is violated, your claim will be reviewed by the Equal Employment Opportunity Commission. The EEOC states that “Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.” Sexual harassment can include offensive remarks instead of sexual acts.

• California’s Fair Employment and Housing Act (CFEHA). This law protects covered employees from sexual harassment.
• • Employers need to do more than just take responsibility for sexual harassment. They need to take reasonable steps to prevent harassment before it occurs – such as by enacting sexual harassment policies in the workplace. California actually mandates that most employers implement sexual harassment programs and policies.
  • Employers may also be “liable for the harassment by a non-employee (for example, a client or customer) of an employee, applicant, or person providing services for the employer” – if the employer “knew or should have known of the harassment, and failed to take immediate and appropriate corrective action.”

Contact our Oakland sexual harassment attorneys now. We’ll fight to end sexual harassment and file complaints for your economic and personal damages.

Generally, The California Department of Fair Employment and Housing (DFEH) categorizes sexual harassment in two ways:

• “Quid pro quo:” (Latin for “this for that”) sexual harassment includes:
  • Rewarding an employee for sexual compliance by providing a job, a promotion, or any other type of work benefit – if the employee submits to sexual advances or other sexual requests. Quid pro quo sexual harassment also includes adverse consequences for not complying with sexual advances.
  • Just one quid pro quo action is enough to file a complaint.
• “’Hostile work environment sexual harassment happens when employees have to cope with unwelcome comments or conduct that interferes with your job or creates an intimidating, hostile, or offensive work environment. The comments or conduct can be directed at others – but if you experience them, you may have grounds to file a sexual harassment claim.
• Sexual harassment, according to DFEH includes:
  • “Unwanted sexual advances 
  • Offering employment benefits in exchange for sexual favors 
  • Leering; gestures; or displaying sexually suggestive objects, pictures, cartoons, or posters
  • Derogatory comments, epithets, slurs, or jokes 
  • Graphic comments, sexually degrading words, or suggestive or obscene messages or invitations
  • Physical touching or assault, as well as impeding or blocking movement.”

Employers need to take proactive steps to stop sexual harassment. These steps include establishing written policies that explain the relevant laws, the employee’s rights, how to file a complaint, and that retaliation actions for filing a complaint are illegal.  Employers can be held responsible if the sexual harassment involves supervisors, coworkers, clients, customers, contractors, and non-employees who access the workplace.

You don’t have to show economic harm to file a complaint. Sexual harassment alone is grounds for filing a complaint.

At Miracle Mile Law Group, you have the right to demand that the harassment stop – now. Our Oakland sexual harassment lawyers work with rape, sexual abuse, and sexual harassment healthcare professionals who can help you discuss your trauma and treat your trauma.

We file complaints to place the employer on notice that their conduct will not be tolerated. A complaint also helps protect coworkers who may be subject to sexual harassment by the same people. We help you prepare your case by reviewing what happened, your employer’s response to what happened, and their company’s sexual harassment policies. We’ll help you obtain performance records, electronic messages, and other evidence to support your claim. 

Our lawyers may recommend that you keep a journal and store the journal away in a safe place – away from the office. We’ll speak with everyone who has knowledge of sexual harassment (either informally or through formal questions and answers). 

We answer all your questions and guide you through each phase of the litigation process.

At Miracle Mile Law Group, our Oakland sexual harassment attorneys understand your trauma. We fight for all the compensation you deserve to protect your rights and to help stop your employer from sexual harassment of other workers. 

Your damages can include the following.

• Preserving your employment status before the harassment occurred such as the same job title with the same pay and benefits
• Compensation for your emotional harm
• Any financial damages
• Statutory damages

In some cases, your employer may be required to implement formal written policies to prevent or respond to sexual harassment. FEHA requires that large employers provide sexual harassment training to supervisory employees every two years. 

Employees have the right to demand that sexual harassment in the workplace stop immediately. Sexual harassment is not acceptable. It is not tolerable. It robs workers of their dignity and their respect. 

At Miracle Mile Law Group, our Oakland sexual harassment lawyers move quickly and persuasively to hold employers accountable for allowing sexual harassment to occur or failing to stop it. Employees do not pay a single penny unless we are able to obtain a successful settlement or verdict on your behalf. Call us at (888) 244-0706 or contact us for a FREE case evaluation.