Harassment Attorney in Bakersfield, CA with Reviews

The simplest way is to tell the person to stop or that you do not like what he or she is doing. But even if you do not explicitly tell the person, your reaction to the conduct can show that what the person was doing was not welcome. Employers have an obligation to provide a safe, harassment-free work environment. When they fail to do this, they can be held legally liable for the harassment.
Eliminate Harassment in the Workplace deals with the subject no manager likes to talk about; sexual harassment. If you win in your case, regardless of the amount, the employer is required by law to pay your attorney’s fees and the costs of filing the lawsuit. In many cases, if you have an attorney, filing a lawsuit is the best option.

Once you have decided you wish to file a complaint, you must do so within one year of the time the harassment occurred. Your specialist attorney will help direct the best possible evidence collection and preserve it with the help of forensic investigators. While most of the evidence your accuser has will be historical, much evidence is created in real time. Beware that anything you say or do can become part of the evidence. Knowing who the accuser is will be the first step to finding an effective defense strategy.
Lawsuits for  sexually harassing behavior have to be filed before the statute of limitations expires. Because these claims involve behavior that happens in the workplace, anadministrative filing to report harassment has to be made, first. In our experience, our clients often have claims for both quid pro quo and hostile work environment harassment.

As long as you are too afraid to report them, they will have more time to harass you. California law requires all employers to have a written anti-harassment procedure and they must inform all employees of the policy. That written statement should specify a person or office to which all complaints of harassment can be directed. The State of California also maintains a complete listing of sexual violence information and resources for anyone who is or feels they may be a victim of sexual harassment or violence. Offering any benefits related to employment in exchange for sexual favors is definitely a harassment behavior, as is threatening retaliation for any negative response to a form of sexual advances. Sexual harassment is a broad term and may include a variety of behavior.
Because of the lack of power or apparent leverage, coworkers are rarely able to commit quid pro quo sexual harassment. They can, however, be responsible for creating a hostile workplace. Whether express or implied, there have to berepercussions for a refusal in order to be harassing. Supervisory employees who threaten negative employment consequences if you refuse their sexual advances must actually follow through on that threat. If they do not follow through on their threat, there is no quid pro quo harassing.5However, it can amount to a hostile working environment.

Wrongful termination in California occurs whenever an employee is fired for an illegal reason such as being fired on the basis of one’s race, gender, ethnic background, religion, disability, or terms of their contract. If you are fired on a basis that falls under wrongful termination in California, you can sue your former employer to recover damages. Having a large law firm represents your interests isn’t always the best choice because you are likely to get treated as another number. The lawyers at Miracle Mile Law Group take an individualized approach  to your case.
On the  other hand, an employee that asks a coworker out once would likely not create a hostile work environment. However, if they continue to pursue that coworker, despite being turned down several times, the action’s pervasiveness could then constitute harassment. Classifying a case of hostile work environment depends on both the severity and pervasiveness of the action. For example, having someone restrict your movements or demand sexual favors may be threatening enough to create a hostile work environment. Typically, other types of harassment that do not qualify as quid pro quo fall under the category of hostile work environment. In this case, the harassment has reached a level that has impacted your work or creates an intimidating work environment.

In this course, you will acquaint yourself with an understanding of how to prevent sexual harassment at work. While many law firms have their own process, here’s an example of our process. Filing a complaint can be tricky and involves observing strict requirements, including deadlines. You should always consult with an attorney before making a decision about the best way to pursue your claims. After Ashely was constructively discharged from her job, with limited income, she had to make the choice between paying rent or paying for her medication. After choosing to pay rent and without her medication, Ashley experienced severe episodes of depression.
In addition, there are posters with phone numbers and addresses in every institution for OIA and OIG. People reporting allegations may choose to remain anonymous when reporting to the OIG. CCWF is the largest female institution in the state and currently houses approximately 2,200 people and employs approximately 1,250 staff. CCWF provides inmate academic education, work and vocational training, counseling and specialized programs for the purpose of successful reintegration into society. Heckathorn was written up for battery on a peace officer with a deadly weapon. According to the rules violation report written by Ruiz, Heckathorn grabbed an officer’s baton during the fight, hitting another officer on the head with it.

For example, if an employer fires someone for discriminatory reasons or in retaliation, it is considered illegal, and they can face the consequences for violating state laws. Employers are also not permitted to violate a contract when firing an employee. Los Angeles employment lawyers have experience representing employees in court, filing or opposing motions against them, and assisting employees in looking professional in court. While the federal laws have their minimum wage requirement, the minimum wage for employees in California is significantly higher. For instance, while the federally mandated minimum wage is $7.25 per hour, in California, businesses with 25 employees should provide a minimum wage of $14.00.
The employment and sexual harassment lawyers at Melmed Law Group P.C. Fight for our clients’ right to a workplace free from unwanted and offensive sexual harassment. We fight on a contingency basis which means we do not accept payment unless we reach a settlement on your behalf. No industry seems to be able to escape sexual harassment or sexual assault claims.