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Inland Empire Sexual Harassment Lawyers

Sexual harassment is prohibited by federal and state law. Title VII of the Civil Rights Act of 1964 basically requires employers to prevent and/or stop sexual harassment in the workplace. This law applies to private and most public employers. California’s Fair Employment and Housing Act (FEHA) details sexual harassment, employer liability and complaint procedures. These laws are quite complex and it is advisable to consult with an experienced and knowledgeable sexual harassment attorney to determine what options may be available to you. Inland Empire Law Firm Fernandez & Lauby offers a complimentary sexual harassment case review. You can schedule this by calling 888-959-8508.

Sexual Harassment in California:

California’s Fair Employment and Housing Act:

  • “The Fair Employment and Housing Act defines harassment because of sex as including sexual harassment, gender harassment, and harassment based on pregnancy, childbirth, or related medical conditions.”

Sexual harassment:

  • Unwanted sexual advances
  • Visual, verbal or physical contact of a sexual nature

Sexual Harassment Violations Include the Following:

  • Offering employment benefits in exchange for sexual favors
  • Making or threatening reprisals after a negative response to sexual advances
  • Visual conduct: leering, making sexual gestures, displaying of suggestive objects or pictures, cartoons or posters
  • Derogatory verbal conduct
  • Verbal sexual advances, propositions
  • Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body
  • Physical conduct: touching, assault, impeding or blocking movements

Inland Empire Sexual Harassment Employer Liability:

Employers are prohibited from harassing employees, sexually or otherwise. If there are complaints of harassment, the employer may be found liable whether or not management was aware of the situation. Additionally, there are numerous employer obligations under the Fair Employment and Housing Act’s sexual harassment policy. A few examples include, but are certainly not limited to, the following:

  • Employers are required to take all reasonable steps to prevent discrimination and harassment
  • Employers must post sexual harassment posters and distribute sexual harassment material that details the illegality of sexual harassment
  • In workplaces with 50 or more employees, two hours of sexual harassment preventative training must be provided to supervisors
  • Many other requirements apply, ask your attorney

Contact a Riverside/San Bernardino Sexual Harassment Lawyer for a Complimentary Case Review:

If you believe you are or were a victim of sexual harassment in the workplace, Fernandez & Lauby can help you pursue the compensation that you may be entitled to. We provide personalized legal representation and have helped thousands of people over the years. Fernandez & Lauby offers a free case evaluation to assess your case and to discuss options that may be available to you. There are no upfront fees for contingency cases and no fees unless we resolve your case through settlement, verdict, award or judgment. To schedule your confidential case review, call Fernandez & Lauby at 888-959-8508.

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News & Features

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--- Wednesday, June 29, 2016 ---

We just released a new page detailing critical wage information for California truck drivers.

--- Thursday, June 9, 2016 ---

Check out a new short article by Fernandez & Lauby regarding paid vacation benefits.

--- Thursday, November 12, 2015 ---

One of our employment attorneys discusses the details of missed meal breaks in her recent article, Hunger Pain Blues. Explore the legal details, penalties, and required extra pay regarding missed meal breaks in California.

--- Wednesday, November 11, 2015 ---

Trial Victory -- Fernandez & Lauby attorney, Brian Mankin recently prevailed at trial on an employee's individual unpaid wage claim in San Bernardino County Superior Court. The employee claimed that he was required to work more than 8 hours per day and/or 40 hours per week, but was only paid for 40 hours per week. He also claimed that he was given inaccurate wage statements. The employer claimed that it did not owe any additional wages. Mankin filed a lawsuit for failure to pay minimum wages and overtime wages, as well as failure to provide breaks and accurate wage statements. Following trial, the court awarded the employee his unpaid wages, interest and various penalties, plus the employer was required to pay approximately $60,000 in attorneys fees and costs to Fernandez & Lauby. If you were denied wages, misclassified, not given all required breaks or have any other concerns about your pay or working conditions, feel free to call, or email, the employment law team at Fernandez & Lauby for a free consultation. Most unpaid wage cases are handled by the firm on a contingency basis, meaning you don't pay unless you win.

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Riverside
4590 Allstate Drive
Riverside, CA 92501
Phone: 951-320-1444 Toll Free: 888-959-8508
Fax: 951-320-1445
Current Clients: 951-320-1444
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Irvine
7700 Irvine Center Dr, Ste 800
Irvine, CA 92618
Phone: 949-788-2905
Toll Free: 888-959-8508
Fax: 951-320-1445
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