Los Angeles County Sexual Harassment Attorneys
Los Angeles County Sexual Harassment Attorneys is a professional attorney team in Tustin Serving all Los Angeles area, Call or Request a Consultation Online Today with your #1 Employment Lawyers in California Stevens & McMillan! We are open Monday through Friday 9 am to 5 pm!
In the situation of harassment in the workplace, you should know that the law is on your side, and it is in your best interest to contact Los Angeles County Sexual Harassment Attorneys. What this means is that if anyone harasses you physically and verbally then you have the right to sue the place of employment. This is where we, your local Los Angeles County Sexual Harassment Attorneys, can help.
Sexual Harassment Attorney Los Angeles
When and if discrimination occurs within the workplace and it is against age or any other protected class, Los Angeles County Sexual Harassment Attorneys are the ones who need to handle the matter if it is not handled properly by the employer. Initially, if an employee feels that he or she is being singled out or discriminated against for belonging to a certain class, they need to put a complaint in writing and give a copy to the human resources department as well as to upper management and Los Angeles County Sexual Harassment Attorneys. Acts of discrimination would be prohibited only if they are based on one of the protected classes.
Our Los Angeles sexual harassment attorney team stands by our results and is confident enough to take on all costs for you. Call now for a free, no-obligation cost consultation, if you want to take action against sexual harassment, you must choose the top employment attorney and When it comes to choosing the best Los Angeles sexual harassment lawyer, you must contact and evaluate several firms.
The law enforcement office of Stevens and McMillan is a top Employment Law Firm situated in Orange County, CA.
We have been serving the county and surrounding areas since 2001. In that time we have earned numerous clients large payout settlements in the court systems. We now offer our Los Angeles County Sexual Harassment Attorneys services at no cost to you upfront. Meaning you do not have to pay us anything until we earn you a settlement or a court-ordered payment. We also offer free consultations on cases to get you started. Call today.
Sample of sex descrimination caces
An example of sexual harassment is a hostile work environment. This is illegal sex discrimination under Title VII federally and the Fair Employment and Housing Act in California. Many companies do not know how to protect their employees from sexual harassment. This is understandable considering the complexity of legal issues. It is important to note that hostile conduct does not have to be sexual to be considered a hostile work environment. This idea has been supported in many instances. You may be a victim of sexual harassment. To discuss your rights, you should speak with a discrimination attorney.
- Gregory v. Daly
After Theresa Gregory spoke to a lawyer about sexual harassment, she claimed that her executive director had subjected Gregory to sexual ridicule and advances. After she complained, he further punished her by reducing her ability to finish her work, taking away her job duties, decreasing her salary, and finally terminating her. Her case was initially dismissed because of the defense that her complaint was “nothing but accusations of demeaning remarks” [internal quotations omitted]. This pointed to a lack of connection between the plaintiff’s sexual activity and the hostile conduct. However, the Second Circuit Court of Appeals disagreed and stated that a hostile work environment (and thereby a type of sex discrimination ), can be considered even if the conduct does not have a sexual component or explicitly refer to the victim’s sex. The two discussed the necessity of looking at all the evidence. They stated that while some incidents might not seem to be sex discrimination when taken together they can be inferred as being related to sex. - Smith v. Sheahan
Smith v. Sheahan: Valeria Smith was brutally attacked by Ronald Gamble, a fellow guard at a county prison. His resentful behavior towards female colleagues was also evident. Despite Smith’s complaining internally, the department did not take any action to correct the problems. After Smith’s complaints were heard by the Sheriff’s Department, she sought a consultation with a discrimination attorney and filed a lawsuit against the department for sex harassment under Title VII. Although the district court initially ruled that the harassment was not sufficient to be considered sex discrimination under Title VII, the Seventh Circuit disagreed. Smith presented “Me too”, providing evidence from six other female county jail inmates that revealed Gamble’s offensive behavior with female coworkers. One woman described two instances with Gamble. He made sexual comments on her body while scanning her at jail entry. When she objected, he became hostile, calling her a “bitch” and coworkers had to intervene to stop him from escalating. Gamble also made another demand for authorization without her consent. He then became hostile and threatened to kick her ass. Although the incident was reported, no action was taken. Five of seven instances in which Gamble threatened physical assault and verbally abused others were reported. The Sheriff’s Department promoted Smith after he was convicted of criminal battery. They also degraded Smith by moving her to a less desirable position. The Seventh Circuit decided that Gamble’s assault on Smith, although it wasn’t sexual assault, could be considered a hostile work environment due to his pattern of negative attitudes towards women. - EEOC v. National Education Association, Alaska
The EEOC v. National Education Association – Alaska was a similar case. It filed a case for sex discrimination against three women whose manager, Thomas Harvey abused them every day. Harvey shouted at the female staff without provocation and often used profane language to castigate them. Harvey also intimated women by sneaking up on them and shaking his fists while they were working. They were afraid he would attack them. Harvey was promoted despite knowing about his harassing behavior. The initial dismissal of the case was because Harvey’s behavior was not sexually explicit and thus not sex-based harassment. The Ninth Circuit disagreed, as in the aforementioned cases. According to the Ninth Circuit, harassing behavior cannot be motivated by lust or blatant malice to be considered unlawful sex discrimination. The conduct, in this case, was directed at women and can therefore be considered discriminatory. The case settled for $750,000 in damages. Additionally, the defendants agreed to erase the plaintiffs’ discriminatory employment records and provide training annually to all employees on how to deal with discrimination. The final decision in these cases was that even non-sexually hostile conduct can still cause a hostile work environment. Such conduct can include verbal abuse (e.g. Calling women “bitches”, violence, intimidation, and verbal abuse are all possible examples of conduct. Sex discrimination can occur to both men and women. It is a serious matter and should be dealt with immediately. You may be able to seek out a lawyer to determine your rights and options if you feel you have been subject to sex discrimination at work. You could be eligible for monetary damages. - Sometimes, good training can stop sexual harassment and discrimination at work
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