No one should ever have to tolerate sexual harassment in the workplace. If you have been sexually harassed at work, or are feeling the pressure of working in a hostile work environment, contact a Los Angeles sexual harassment lawyer from The Nourmand Law Firm. We understand how stressful and uncomfortable it can be to deal with the sexual advances of an owner, manager, supervisor or co—worker. Even the most subtle sexual advances can be grounds for a sexual harassment lawsuit.
Sexual Harassment Lawyer Los Angeles
Los Angeles Sexual Harassment Attorney
Often times, sexual harassment is deemed to be blown out of proportion. However, recent polls have show that 43 percent of males and 81 percent of females have experienced some form of abuse in their lifetime. Ending sexual harassment starts with legal remedies that punish the offender and encourage victims to report abuse. Many people do not know they are in abusive situations, so educating and awareness is vital in identifying this type of behavior. Sexual harassment laws in Los Angeles state that it is illegal for an employer to harass employees. A person may not realize harassment is even taking place, but it can come in many forms. Sexual harassment can include:.
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Our attorneys are experienced and successful in employment law, and we have a history of getting superior results for our clients. If you are seeking an employment attorney that knows how to win discrimination, sexual harassment, wrongful termination, or retaliation cases against some of the largest corporate defense firms in America, then our employment law firm is what you have been looking for. Too often, the rights of employees are bypassed in favor of big business.
Sexual harassment is a highly complex issue in California. For purposes of brevity, the law recognizes two kinds of sexual harassment. Quid pro quo refers to the demand for sexual favors from someone in a supervisory or managerial position; these favors are required in order for the employee to keep their job. A pattern of behavior is given more weight than a single incident; additionally, the incidents must adversely and negatively affect the employee.