Sexual Harassment Attorney in Pasadena
Focused Representation of Executives & Employees
Workplace Sexual harassment is strictly against California law. Another way of interpreting sexual harassment is that it is another version of gender discrimination. Accordingly, federal and California state laws explicitly prohibit gender discrimination as well as workplace sexual harassment. If you believe that you suffered from sexual harassment or other types of gender discrimination or retaliation at work, do not hesitate to contact our office where one of our Pasadena based attorneys can speak with you about your circumstances and legal options.
Sexual harassment is defined as the pattern of severe unwelcome sexual advances, comments intended to solicit sexual favors, and other verbal or physical sexually suggestive forms of harassment. Consequently, for maximum success and recovery, a widespread number combined with a level of severe unwelcome sexual comments or conduct may be what is needed to bring a claim against your company for unlawful workplace harassment. Contact our Pasadena employment law attorneys at (877)789-9707 or complete the online form provided on this page and we will schedule a time for your complimentary consultation.
As a reference, the main laws that protect employees in the workplace are the federal Title VII of the Civil Rights Act of 1964 (“Title VII”) and California’s Fair Employment and Housing Act (“FEHA”). These laws not only prohibit gender discrimination and sexual harassment. They also prohibit retaliation against employees who complain about said gender discrimination and harassment or participate in investigations of or testimony concerning reported violations. This includes any company actions against the employee who complained whether it affects the employee’s terms or conditions of work, benefits, title, position, demotion or termination.
It is important to remember that Title VII and FEHA do not prohibit mere teasing or offhand comments that are not severe. On the other hand, when such mocking or teasing gets to a level producing discomfort and affecting the victim’s work, that aligns with the law’s definition of sexual harassment. That is where our attorneys step in, evaluate the facts of your case, guide you on what actions to take to best prepare yourself for success, and position your case for optimal recovery.
As for unlawful touching, there are several types of common measures the result in a strong case for sexual harassment. One type of sexual harassment takes place when an employee is forced to perform sexual favors as a required component of his or her employment. This is called “quid pro quo” sexual harassment. Another type of sexual harassment is called “hostile work environment.” In this scenario, unlawful sexual advances, derogatory language, and sexist comments rise to the level of interference with the employee’s work and create an intimidating and threatening work environment. If this takes place, please do not quit. First report the sexual harassment internally and notify one of our attorneys. We will then guide you on what steps to take to protect your rights and provide you with the maximum chance to succeed. Our employment attorneys understand the myriad of laws and will place you in the best position to succeed.
Knowledge and Resourcefulness Are Cornerstones of our Practice
Employers may not create an environment that is not secure for a man or a woman. Each employee must be afforded the opportunity to perform his or her work without unjust demands for romantic relationships or communications that interfere with the ability to work. Both the federal Title VII of the Civil Rights Act (“Title VII”) and California’s Fair Employment and Housing Act (“FEHA”) prohibit sexual harassment in the workplace.
Prevailing in California’s court system is contingent on attorney representation, evidence, and the proper implementation of legal strategy. Proper representation achieves maximum results based on the remedies obtained under the Title VII and FEHA. Some of these remedies include lost wages, front pay which is pay that will compensate the employee for lost future earnings that would have been earned if he or she was not harassed, reinstatement to the position, attorney’s fees and court costs. In addition, if we can show that the sexual harassment was willful, then your award may include double wage damages and benefit damages.
If any of the above scenarios occurred to you or your colleagues in the workplace, consult with some of the most experienced Pasadena Sexual Harassment Lawyers at Stephen Danz and Associates. We have successfully settled or litigated hundreds of cases of sexual harassment. Each individual who contacts us for a free, no obligation consultation at (877) 789-9707, will be granted ample time to discuss the case as well as fully understand the process. We value our clients and develop a strategy toward success. With the right resources, decades of experience, and the know-how, our firm is prepared to take your age discrimination case seriously, and we are ready and able to negotiate a settlement or take your case to court.
Remedies Are Based on Proper Representation and Accurate Strategy
Success is contingent on the attorney representation. Proper representation achieves maximum results based on the remedies obtained under the Title VII and FEHA. Some of these remedies include lost wages, front pay which is pay that will compensate the employee for lost future earnings that would have been earned if he or she was not discriminated against, reinstatement to the position, attorney’s fees and court costs. In addition, if we can show that the sexual harassment was willful, then your award may include double wage damages and benefit damages.
If you have been adversely affected by sexual harassment or retaliation at work, contact Pasadena area employment discrimination lawyers who specialize in the representation of executives and employees. To discuss your case and explain what we can do for you, speak to our Pasadena based employment attorneys today for a free consultation at (877)789-9707.
91101, 91182, 91199
“Mr. Danz and Ms. Porter,
Thank you very much for your legal assistance a few weeks back. The problems I was encountering at work were having an extremely adverse affect on every aspect of my daily life. Relationships with my fiance, friends, and family were growing increasingly tense, and my overall daily outlook was grim as a consequence of not being able to see any viable options to remedy the situation. Your willingness to write, speak over the phone, and meet with me was extremely generous. Furthermore, the way in which you treated my family and I was overwhelming. In a calm, compassionate, and sincere fashion, you were able to explain to us very clearly several meaningful options in which to resolve the conflict I had with my employer. On the drive home from meeting with both of you, I felt for the first time in a long time, a sense of relief and renewed ability to enjoy the moment.
Your confidence and professionalism in all of my interactions with you allowed me to trust you completely when advice was offered. I wrote a forceful letter to my employer that was as closely in line with the advice you gave I as could create. On the same day that I emailed said letter, I received a reply from my employer that demonstrated very clearly that I had his attention. Immediately after, I recieved verbal and written reassurances that the matter was being dealt with promptly. Within three weeks I was in the shop, and two weeks after that I my application for the opening at a closer location was accepted. Every part of what I was asking for was granted, and then some.
I would love to fly you both to Hawaii for an all expense paid vacation, but my wife would kill me as we are still in the “postponed” phase of our honeymoon due to lack of funds. At the moment, I give you my most sincere appreciation. I understand that you are both business persons, and had the issue gone to trial or arbitration, much money could have been made. At no time though, did I sense that your motivation was driven by a desire to win money. You both seemed genuinely driven by a desire to help someone who did not readily see how to help himself. That to me is the definition of love and compassion. Thank you for treating my wife, daughter, and I with such love and compassion.
I apologize for it taking so long to get the above thanks to you. My tardiness is in no way an indication that I take this issue lightly. My tardiness IS the result of wanting to dedicate adequate time to compose a thank you that reflects the sincerity and magnitude of my gratitude.
One last thing. Mr. Danz, do you remember mentioning that I was hired as a form of advertisement for the company? You said it would be a way for them to show potential new-hires that one of the top Universal Technical Institute students works for us. Turns out you were dead on. I was asked two weeks ago if I was okay with being interviewed for an upcoming story regarding the company, and that I was one of two people in the entire company chosen. I thought you might get a kick out of that.
Thank you very much.
– Brendan C.”
Stephen Danz & Associates-Pasadena