You go to work to earn a paycheck. You shouldn’t have to deal with reprehensible behaviors like sexual harassment when you are at work. If you are subjected to sexual harassment, your priority needs to be protecting yourself. Once you make sure that you aren’t in danger, you can explore the options that you have to address the issue.

We realize that trying to battle your employer isn’t something that is high on your bucket list. This is especially true if you are living paycheck to paycheck or depend on the income to pay your bills. Still, you know that you can’t just sit back and let the behavior continue.

Some people who take a stand against sexual harassment have to worry about adverse employment actions, such as termination or demotion. This isn’t legal, so if this is happening to you, we will address that retaliation as part of your case.

It is important for you to keep track of what is going on when you are making this type of claim. At a minimum, keep a journal of the sexual harassment incidents, the complaints you make and the action taken by your employer. This might be central for the case down the road.

Sexual harassment is a very personal issue. We are here to discuss your claim in a respectful manner. We want you to feel comfortable providing us with the details that matter in your case. We are here to fight for you and your rights. Just make sure that you take action quickly while the incidents are still fresh in your mind.


When many people think about sexual harassment claims, they think of the ones that are made against men. Some people might wonder why there aren’t many claims made against women.

One reason why there aren’t many claims made against women is because men are generally prideful and don’t want to make this type of claim. They don’t want anyone to know that they didn’t welcome the sexual advances of a woman.

Another reason why there aren’t many claims against women is that men tend to use sexual harassment to feel powerful. They use the position they are in at work to back up their advances and ultimatums for the women they work with.

When a woman enters into a position of power, such as upper management, she likely won’t feel the same power pull as the men. Still, there are fewer women in these positions so there aren’t as many instances of sexual harassment by the women.

It is important to note that a sexual harassment claim against a woman is handled in the same way as one against a man. The difference is that the plaintiff might have to work a bit more to show that the harassment did occur.

One thing that these men have to fight against is that some people might assume that the man is filing the complaint because the woman is in a position of authority over him. This usually isn’t the case, but society’s way of thinking might make some people assume this. Just make sure that if you are the victim of sexual harassment, you speak up. Don’t let the harassment continue unchecked.

Source: MSN, “Women are rarely accused of sexual harassment, and there’s a reason why,” Maria Puente, accessed March 22, 2018


Sexual harassment is an atrocity for anyone to have to deal with. When you are sexually harassed by someone, you need to stand up for your rights and take steps to make the harassment stop.

What many people don’t realize is that there are different types of sexual harassment that you might encounter. It is imperative that you realize that all of these types exist so that you can nip things in the bud if it happens.

The most obvious form of sexual harassment is touching. Anyone who touches you without your permission is sexually harassing you. Groping you, rubbing your shoulders and similar actions can all constitute sexual harassment.

Another form of sexual harassment is verbal. Having to deal with unwanted sexual comments is wrong. These comments don’t have to be made toward you. Even if someone else is the subject of the comments, you can still be sexually harassed if you have to hear those comments.

Sexual coercion and bribery are both forms of sexual harassment that you should be on the look out for. These mean that you are either told you will get a reward if you allow the sexual acts to occur or that you will be punished if you don’t allow them.

Sexual harassment at work isn’t ever acceptable. Employers should have clear guidelines about sexual harassment and what is going to happen if there is harassment present. If you are sexually harassed, file complaints with the appropriate people. From there, you might have to take legal action if nothing is done to stop the harassment from occurring.

Source: El Paso Community College, “Types of Sexual Harassment,” accessed Feb. 01, 2018


In today’s world, employees can’t be too careful when it comes to combating sexual harassment. It seems like there is always news of some type of sexual abuse or harassment scandal. Many people are standing up to let these alleged harassers know that behavior like that is unacceptable. More importantly, the question should be what employers are doing to prevent this time of atrocious behavior.

Employees have the right to work in spaces that are free of harassment in all forms. Sexual harassment, be it inappropriately crude comments or physical touches, isn’t ever suitable. If you are a victim of sexual harassment, you need to take action right away. Doing so can help you end the harassment. This strategy is only effective when your employer is willing to take action, too.

All employers should have clear policies that prevent sexual harassment. The penalties for this type of behavior should be clear. When you make a complaint of sexual harassment, your harasser shouldn’t be allowed to continue the behavior. We can help you to take action that might put an end to the sexual harassment.

Being harassed isn’t at all pleasant. Ideally, your harasser will be moved to another shift, location or job where there isn’t no contact with you. Once you make the complaint, there isn’t any reason why you should still have to deal with your harasser.

We realize that taking action against your employer isn’t easy. We are here to help you get through the process. From learning your options through fighting for your rights, we will provide support and guidance.


Anyone who watches the news these days is well aware of the surge of sexual harassment complaints that is hitting Hollywood and politics right now. It seems as though people you never thought would do those sorts of things have been doing them. As tragic as this is, there is a silver lining of sorts to the situation. There is an increased awareness about the various forms of sexual harassment.

TIME magazine has named The Silence Breakers, or women who have filed sexual harassment and assault complaints, as the Person of the Year. This highlights the severity of the issue. It is also a stark reminder that no employees should have to deal with sexual harassment of any sort.

Some employees don’t speak up when they are sexually harassed because they are ashamed or worried about what is going to happen. If you have dealt with this sort of situation, there isn’t any reason why you should have to continue to live with it. Instead, speak up and let your harasser know that you aren’t going to protect them.

We realize that you are probably at odds with yourself right now. On the one hand, you want the behavior to stop. On the other hand, you don’t want to draw attention to what happened. We can help you find the balance between these two so that you can take action.

A hostile work environment or retaliation aren’t things that should happen when you make a factual complaint about sexual harassment. We are here to help you get the process started that can put an end to this atrocious behavior.


One of the last things that you want to deal with when you make a complaint about sexual harassment is having to deal with an employer who isn’t taking you seriously. There are several things that employers might do that let you know they aren’t taking your complaint in the manner they should.

A big clue that something is amiss is that the employer makes jokes about the situation. Responding to sexual harassment claims isn’t ever something that should be done in a lighthearted manner. If your employer tries to make light of the situation with you or if you find out that they are doing this behind your back, you might need to step things up a notch with your complaint.

Some employers might try to make the accusations go away by trying to smooth things over with you. This can come in a variety of forms but one of them to be especially watchful for is veiled attempts at apologizing.

Another thing that shouldn’t ever happen is victim blaming. You aren’t to blame for the sexual harassment so your employer shouldn’t try to make it seem that way. If they are passing the blame to you, it is time to explore other options.

As sad as it is, you have to be on the lookout for how the complaint is being handled. Employers should have definitive rules about what will happen if these complaints are found to be factual. The person who is sexually harassing you shouldn’t just get a light slap on the wrist. There should be serious consequences for this type of behavior.

Source: Fast Company, “A Short Guide On How NOT To React To The Sexual Harassment News,” Kathleen Davis, accessed Nov. 29, 2017


New mothers who are breastfeeding a baby shouldn’t have to choose between feeding their baby and going back to work. Fortunately, workers in California have special laws that protect them from having to make this choice.

In 2001, a law passed here that requires employers to provide breastfeeding mothers with time and space to pump breast milk. A federal law stipulates that lactating mothers should have the accommodations and breaks for up to one year after the baby is born.

In California, there isn’t a set amount of time that must be provided per pumping break. Instead, the law simply notes that the time must be reasonable. Unfortunately, the lack of clear guidance here might pose a problem for working mothers. Women who work for an employer who meets federal guidelines have more clear conditions to help them determine the amount of time allotted for each pumping session.

The location where employees pump breast milk has to be a private location that is shielded from the view of the public. It mustn’t be in the bathroom, as the bathroom is forbidden by both state and federal laws as a suitable place for pumping mothers.

Typically, pumping breaks aren’t paid breaks. This is one thing that the mothers should remember. The employer can ask them to clock out to pump. If the woman uses a regular paid break to pump, that would still be a paid break.

When employers don’t follow the law regarding lactation breaks, the mother might choose to push the issue with legal action. This is her right so that she can have what she needs to pump milk for her baby.

Source: Los Angeles County, “Women, Work & Breastfeeding,” accessed Oct. 06, 2017


Sexual harassment in the workplace is forbidden by law. There aren’t escape clauses in those laws that make these apprehensible actions acceptable. With this in mind, you should feel free to alert your employer that the sexual harassment occurred. Unfortunately, some people don’t feel free to make these reports because they fear that they will be retaliated against.

Retaliation is a problem that is also against the law. As long as the complaint that you make regarding the sexual harassment is truthful, there isn’t any reason why you should have to suffer because of that report. In fact, the law strictly forbids employers from retaliating against employees who make factual complaints about illegal matters.

We realize that you might be concerned that you will be subjected to retaliatory measures anyway. If this occurs, you do have legal actions that you can take to handle the situation. We will work with you to help you find out how you should approach your case.

It is important that you know what constitutes retaliation. Some people think that it only pertains to wrongful termination; however, this isn’t the case. Retaliation can include situations like you being moved to a less desirable shift or being given a pay cut.

We know that this is a difficult time for you since you count on your job to pay your bills. You may have significant time invested in your career and you don’t want to see that flushed down the toilet. We can help you learn about the options that you have so that you can let us know how you want us to proceed on your behalf.


A student loan refinance startup, Social Finance Inc. (SoFi), had a wrongful termination lawsuit filed against it on Friday, August 11 by one of its former operations managers. The male employee’s lawsuit accuses his former employer of having fired him without cause after he reported sexual harassment and other illegal actions his supervisors were seen participating in.

In his lawsuit, the man chronicles how he witnessed as his bosses sexually harassed several of his female co-workers on a number of different occasions. He also accuses his superiors of cancelling loans as a way to avoid having to disclose their mistakes, ones that if found out about, would reduce their expected bonuses.

The plaintiff argues that he stood up for these ill-treated women because he believes no female should have to forced to endure abuse just because maintaining their livelihood depends on keeping the job.

As for the defendant, a spokesperson for SoFi, maintains that the plaintiff’s claims of sexual harassment and fraud in the workplace were previously thoughouly investigated. They noted that they were found to be meritless claims.

The filing of this lawsuit comes at a time when many accusations of sexual harassment and other types of unethical decision making are being waged against a number of Silicon Valley startups. In fact, one recent case filed by a former engineer with Uber accused the ride-sharing giant of having turned a blind eye on her own reports of sexual harassment.

The woman going public has been instrumental in encouraging other women coming forward.

As for SoFi, since going into business in 2011, they have expanded their services to include refinancing of personal and home loans as well as wealth management and life insurance. Their company’s current value is listed as $4.3 billion.

If you’ve either been a victim of sexual innuendos in the workplace or you’ve been retaliated against for reporting it, then you may benefit from discussing your case with a Sacramento sexual harassment attorney.

Source: Bloomberg Technology, “SoFi Employee Says He Was Fired for Reporting Sexual Harassment,” Selina Wang and Julie Verhage, Aug. 14, 2017


LinkedIn is supposed to be a professional networking platform — not a social or dating platform.

It would probably be wise for company managers and executives to remember that before they start trying to make dating overtures to other professionals they find attractive. Otherwise, they might end up involving their entire company in a sexual harassment lawsuit.

A lawsuit filed out of California seeks to hold a large banking firm responsible for the sexual innuendo and outright lewd messages sent by the managing director of one of its subsidiary firms to a young woman he apparently had a less-than-professional interest in knowing.

While the two originally connected via a business deal, the managing director approached the young woman about a possible job opportunity on the social media sight. When she indicated some interest, his messages quickly turned personal. He capped them off with a quick shot of his genitalia just to be clear about the message he was sending, apparently.

The young woman, who may be striking a blow for a lot of other women who have complained about less-than-professional behavior on the platform, is now suing for sexual harassment and negligent supervision.

The negligent supervision part of the case is what could ultimately hold the banking company responsible for its employee’s conduct online. Generally speaking, at least when dealing in the brick-and-mortar world, employers are responsible for the actions of their employees — including acts like sexual harassment — especially if they fail to make certain that there are safeguards (like supervision) in place to prevent that sort of thing from happening.

Since the managing director had approached her initially about business and had done business with her before, he clearly used the account for business purposes in his position at the company. His mistake was letting those business aspirations turn sexual — and that could cost significant damages if the court agrees.

For more advice on sexual harassment claims, speak to an attorney today.

Source: Bloomberg, “It’s Probably Not OK to Send Naked Pictures on LinkedIn,” Polly Mosendz and Rebecca Greenfield, June 14, 2017