Extensive Experience and Understanding
At Magnanimo & Dean, LLP, our attorneys have extensive experience in handling complex cases involving sexual harassment. We understand that these cases are highly personal and any legal action can affect your personal life, career and future opportunities. We will protect your rights and help you achieve the best possible outcome, while also treating your case with dignity and respect.
Moving Forward After Sexual Harassment
The most common type of harassment claims are for sex harassment, sexual harassment, and gender harassment. Many employees are afraid to bring sexual harassment claims for fear that they will suffer retaliatory treatment or that they will lose their job. Remember that you do not have to endure sexual harassment just to maintain an income or to pursue a career. You do have rights and the opportunity to protect them. Our attorneys will fairly evaluate your case to determine if you have a claim. We will also provide you with the information and counsel you need to move forward, either with the same employer or in a new position.
Unlawful harassment can be based on same gender or different gender, sexual orientation, gender identity, race, national origin, age, marital status, disability, and other bases protected by federal or state law, including Title VII of the Civil Rights Act and the California Fair Employment and Housing Act.
While unlawful employer harassment is often associated with abuse by a supervisor, illegal harassment may also occur between persons of the same status and between persons of the same sex.
“Sexual Harassment” includes the following types of comments and conduct: unwelcome sexual advances and propositions, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature. Actions or comments based on racial bias that demean or offend someone of a particular race or ethnicity may also create a hostile work environment.
Examples of unlawful harassment include when:
- Submission to harassment is explicitly or implicitly made a term or a condition of an individual’s employment;
- Submission to, or rejection of, harassment is used as the basis for adverse employment decisions, such as demotion, suspension or discharge;
- The harassing conduct negatively impacts the individual’s work performance, or creates an intimidating, hostile, or offensive work environment.
Within this definition, two distinct categories of sexual harassment claims are generally recognized: (1) Quid Pro Quo Harassment; and (2) Hostile Environment Harassment.