San Jose Sexual Harassment Attorney 

Navigating Sexual Harassment in the Workplace

Sexual harassment is a widespread issue in workplaces, manifesting in various forms such as unwanted sexual advances, requests for sexual favors, and other conduct, both verbal and nonverbal. Employees must clearly understand what constitutes sexual harassment to effectively protect their rights.

In California, the law provides safeguards for employees against sexual harassment. The Fair Employment and Housing Act (FEHA) prohibits harassment and discrimination in employment based on factors like sex, sexual orientation, or pregnancy. Understanding these legal protections is vital for fostering a safe and inclusive work environment.

Employers in San Jose are required to take all reasonable steps to prevent discrimination and harassment from occurring. This includes implementing comprehensive anti-harassment policies, conducting regular training sessions, and ensuring that there is a clear procedure for filing complaints. By familiarizing themselves with these measures, employees can better understand how to navigate and address these issues in the workplace effectively.

When facing such challenging circumstances, it's invaluable to have an ally like Bill Marder, a seasoned San Jose sexual harassment attorney who has devoted over two decades to championing employees' rights. With extensive experience in employment law, he is well-versed in navigating the intricacies of the legal system and pursuing justice for victims of workplace harassment. He provides diligent representation and comprehensive legal advice to help individuals handle even the most complex cases.

If you are experiencing sexual harassment, call (888) 796-4010 or reach out to Polaris Law Group online to schedule a free consultation.

Definition of Sexual Harassment

Sexual harassment involves any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

This unjust treatment can manifest in two primary forms:

• Quid pro quo: Quid pro quo harassment happens when a job benefit is directly linked to complying with a sexual advance. It is often carried out by a supervisor or manager.
• Hostile work environment: A hostile work environment arises when unwelcome sexual conduct becomes so severe or pervasive that it significantly changes the working conditions, making the workplace abusive. This can include offensive remarks, unwanted sexual advances, sharing explicit material, or even physical contact.

California law protects employees from sexual harassment by supervisors, colleagues, and non-employees such as clients or contractors. The employer is responsible for providing a safe, harassment-free environment; failing to do so may result in legal liability.

In addition, employers must make reasonable efforts to investigate reported incidents promptly and thoroughly. This includes collecting evidence, interviewing potential witnesses, and taking interim measures to prevent further harassment during the investigation. Employers are also encouraged to create an open dialogue about workplace respect and encourage employees to report incidents without fear of retaliation.

Recognizing & Documenting Sexual Harassment

Recognizing and correctly documenting instances of sexual harassment is instrumental in building a robust case against the perpetrator. Examples of sexual harassment behavior can range from the overt, such as unwelcome physical touching, lewd jokes, or sexually explicit emails, to more subtle forms, like spreading sexual rumors, making derogatory comments about someone's sexual orientation or gender identity, or making unwanted romantic advances.

Once you've identified a behavior as sexual harassment, it's essential to document every incident meticulously. Record the date, time, location, people involved, what happened, and witnesses, if any. Preserve any tangible evidence like emails, text messages, or photographs supporting your claim.

Ensuring such incidents are reported promptly is vital. Many companies have specific protocols for reporting sexual harassment, usually involving the human resources department. If your employer does not have a straightforward procedure or fails to take appropriate action, it may be time to seek legal counsel.

To maximize the effectiveness of your documentation, it's recommended to maintain a detailed journal that captures each instance of harassment. Additionally, be sure to store copies of any correspondence that corroborates your experiences, such as complaints lodged with HR or responses received. Having a detailed and well-organized record can significantly aid your attorney in formulating a compelling case.

Legal Help from a Trusted Firm

The Polaris Law Group’s mission is to zealously protect employees' rights. With experience handling sexual harassment cases, San Jose sexual harassment lawyer Bill Marder understands the profound emotional and professional impact such experiences can have on individuals. He is dedicated to ensuring that those wronged in the workplace don't face their battle alone. His extensive knowledge of state and federal employment law and unwavering commitment to justice means our clients receive quality legal support.

Seeking assistance from a trusted firm like Polaris Law Group means you'll gain access to personalized legal strategies tailored to your unique situation. Our approach involves a meticulous evaluation of all available evidence, consultation with relevant experts, and, if necessary, the pursuit of mediation or litigation to achieve a just resolution. We are committed to standing by our clients throughout every stage of the legal process, providing reliable support and guidance.

If you believe you've been a victim of sexual harassment in the San Jose area, please reach out. You can call (888) 796-4010 or connect online to schedule a free consultation.

Understanding California's Legal Framework for Sexual Harassment

California boasts one of the most robust legal frameworks for addressing sexual harassment in the workplace, providing comprehensive protections under the Fair Employment and Housing Act (FEHA). In San Jose and throughout the state, employees are covered by laws that prohibit harassment based on gender, sexual orientation, and gender identity. These laws apply not only to full-time employees but also to part-time, temporary, and contract workers, ensuring widespread coverage.

One unique aspect of California law is that it requires employers with five or more employees to undergo training aimed at preventing harassment and discrimination. This training is designed to educate both managerial and non-managerial staff on recognizing, preventing, and responding to sexual harassment in the workplace. The goal is to foster a respectful environment where all employees feel safe and valued, free from harassing behaviors.

Steps to Take After Experiencing Sexual Harassment

After experiencing sexual harassment, it's crucial to take immediate and strategic steps to protect your rights and bolster your case. First, address the situation directly if you feel safe doing so, by telling the harasser that their behavior is unwelcome. This can sometimes deter further incidents and shows your intention to stand up against the behavior.

Next, report the harassment to your employer, ideally following company procedures. Reporting ensures that the employer is aware and has the opportunity to rectify the situation. If circumstances do not improve, or if the complaint is improperly handled, legal avenues may be pursued for further action. Contacting a legal professional can provide clarity on the best steps forward, leveraging a comprehensive understanding of both state and federal laws to guide your decisions.

Frequently Asked Questions

What Should I Do If My Employer Retaliates Against Me for Reporting Harassment?

Retaliation is illegal under both California and federal laws, and it occurs when an employer takes adverse action against an employee for filing a harassment complaint. If you face retaliation, document all related incidents meticulously, as this documentation can be crucial for proving your case. Immediately consult a legal professional who can help you understand your rights and potentially file a claim with the appropriate state or federal agency to address this violation. Having legal guidance through this process ensures that you are protected and that appropriate measures are taken against further retaliation.

How Long Do I Have to File a Sexual Harassment Claim in San Jose?

The statute of limitations for filing a sexual harassment claim varies based on the avenue pursued. Under California's FEHA, you generally have one year from the date of the harassment to file a complaint with the Department of Fair Employment and Housing (DFEH). However, recent changes sometimes extend this timeline. Using the federal route through the Equal Employment Opportunity Commission (EEOC) typically provides a 300-day filing window. Consulting with an attorney swiftly is essential to determine the suitable option and ensure all legal timelines are met.

Can I File a Claim Without Direct Evidence of Harassment?

Yes, even in the absence of direct evidence like emails or recordings, a harassment claim can be successful. Testimonies from witnesses, documented patterns of behavior, and corroborating accounts can collectively establish a compelling case. A skilled attorney can aid in gathering comprehensive evidence and crafting a strong narrative to substantiate your claims. Ensuring all possible sources of evidence are considered, including indirect impacts on your work environment and mental health, can significantly bolster your claim's strength.

If you believe you've been a victim of sexual harassment in the San Jose area, please reach out. You can call (888) 796-4010 or connect online to schedule a free consultation.