Perkins & Associates A Professional Law Corporation
Protect Your Rights, Call Today

Sacramento Sexual Harassment Law Blog

Just say no to sexual harassment in California

In our entry last week, we discussed some points about quid pro quo harassment and what all it entails. Our California readers probably know by now that we don't believe in any type of harassment in the workplace. When it comes to quid pro quo harassment, some victims might be wary of speaking up because they fear the consequences. They might fear that they will be retaliated against. They might fear they will lose their job or have to take a pay cut. In all of those cases, the actions are unacceptable.

The laws in California and the federal law have specific protections in place for people who are victims of sexual harassment. No employer or representative of your employer can retaliate against you simply because you complained about sexual harassment. If they do, you have the right to take action regarding the sexual harassment and the retaliation.

Quid pro quo sexual harassment isn't acceptable in California

In our previous blog post, we discussed the case of the judge who was being accused of sexual harassment. If you remember correctly, the person accusing him said that he was giving her lavish gifts. That story might have some of our California readers wondering about what constitutes quid pro quo harassment. There are several points that our readers might find interesting.

One point is that quid pro quo harassment means that an employee is required to do something for something. In most cases, this means an employee or potential employee would have to perform sexual favors in exchange for favor on the job. That favor on the job could be a raise, a promotion or simply job security. In all those cases, the employee or potential employee was subjected to quid pro quo harassment.

Hearing set for California judge accused of sexual harassment

Many people think of judges as citizens who represent the type of behavior that is a model for everyone in the community. In most cases, that is the truth. As in any profession, however, there are sometimes instances in which judges might find themselves being accused of conduct that is unbecoming. That situation is one at the heart of a hearing that is coming up in April.

The judge in this case is being accused of sexually harassing his former court clerk. Despite her allegations, the judge asserts that he hasn't ever had an intimate or sexual relationship with the woman. She claims that he showered her with cash and gifts. He doesn't deny those allegations.

Anyone can be a victim of a hostile work environment

In the last post here, we discussed what constitutes a hostile work environment. Some of our California readers might be wondering if a situation they are dealing with at work would fall under the hostile work environment classification. One of the best ways to determine if that is the case would be to work with someone who is familiar with hostile work environments. We can help you make that determination.

There is an important aspect of a hostile work environment that our readers should understand. Any person can be a victim of a hostile work environment. Men can be victims. Women can be victims. Homosexuals, heterosexuals, bisexuals, polyamorous individuals and transgender individuals can all be victims of a hostile work environment. The victims can be single, married or committed.

A hostile work environment is not ever acceptable in California

We have often discussed how a hostile work environment is one of the possible ways that someone can be sexually harassed. This might have some of our California readers wondering what exactly constitutes a hostile work environment. Knowing how this is classified can help you determine if you have been a victim of a hostile workplace.

A hostile workplace occurs when the conduct of others continually affects your ability to perform your job duties satisfactorily. Generally, the actions of another that are causing the hostile work environment will be pervasive and severe. They will often seem to take over the workplace.

Retaliation after filing a complaint about harassment isn't legal

We have often discussed how employees should never have to deal with sexual harassment. All forms of sexual harassment at work are illegal. Despite that fact, some employees still deal with the harassment just because they don't feel comfortable reporting it. Some employees think they will be retaliated against for making complaints about harassment. What those employees might not realize is that there are protections for whistleblowers on both the federal and state levels of the law.

We don't want you to have to deal with harassment, and we don't want you to worry about retaliation. If you need to file a complaint about sexual harassment or if you have been retaliated against because you filed a complaint, let us help you. We can work with you to find out what happened and to help you learn your options for proceeding.

What are the new sexual harassment laws for farm workers?

Sexual harassment has historically been a problem for people who work in the agricultural industry in California. In a move that will help to keep agricultural workers protected, farm labor contractors will be required to comply with some new changes that have recently gone into effect. All of our readers who have any part in the agricultural industry should know about these changes.

What are the new regulatory changes?

Does retaliation have to be done on purpose?

We have discussed retaliation and how it affects employees in the United States. Those posts might have some of our California readers with some questions about retaliation. In a nutshell, retaliation means trying to get back at a worker for making a complaint about something, such as sexual harassment.

Does an action have to be done on purpose to qualify as retaliation?

Retaliatory actions aren't ever acceptable; know your rights!

Many of our readers have often read stories about employees who were retaliated against after making complaints about sexual harassment. Those many posts might have some of our California readers wondering what constitutes retaliation. According to the United States Equal Employment Opportunity Commission, there are several actions by an employer that constitute retaliation.

It is important to note that retaliation might be the result of several actions, including making complaints about sexual harassment. It can be because of a complaint about discrimination, opposing discriminatory actions or taking part in a proceeding regarding discrimination. It doesn't matter what the discrimination is based on. It can be discrimination because of gender, color, race, age, national origin or disability.

Sexual harassment in the workplace plagues science fields

When you think of medical professions and scientists, you probably don't think of fields in which sexual harassment might be running rampant. Sadly, people in those fields do have to deal with sexual harassment at an alarming rate. The instance of sexual harassment is especially high among trainees.

Some female trainees say they have very few methods to handle sexual harassment. Some feel as though they are being targeted to be harassed. The sexual harassment isn't always in the form of sexual advances. In some cases, the sexual harassment was in the form of jokes and remarks. In some cases, there were physical contacts reported.

Our Office Location

Perkins & Associates, A Professional Law Corporation
300 Capitol Mall 
Suite 1800 
Sacramento, CA 95814
Phone: 916-520-1417
Map & Directions