If you have endured sexual harassment or any kind of discrimination in the workplace, remember that you have rights. The best way to enforce your rights against employer misconduct is to hire a skilled sexual harassment lawyer in Sacramento.
Our Sacramento sexual harassment attorneys at King & Siegel LLC are experienced skilled practitioners, aggressive when necessary, and compassionate toward your needs. You deserve to work in a safe environment, and we can help you receive what you deserve. Contact us today.
Have I Been Sexually Harassed?
Workplace sexual harassment is disappointingly common. In a Pew Recent study, 59% of women and 27% of men stated that they had been targets of unwanted sexual advances or harassment. This news is alarming but also a reminder that you are not alone and have support.
Victims of workplace sexual harassment often grapple with self-doubt, wondering whether their experiences qualify as harassment. It’s important to trust your instincts. If something makes you feel uncomfortable, undermines your confidence, or interferes with your ability to work effectively, it’s worth addressing.
Sexual harassment is not just about physical advances—it includes verbal, visual, and non-verbal behaviors that create a hostile or intimidating environment. Recognizing these signs is the first step toward reclaiming your rights.
How Can a Sexual Harassment Lawyer in Sacramento Help?
Working with a King & Siegel sexual harassment lawyer in Sacramento can significantly strengthen your case and help you achieve justice. Here are some of the key ways we can assist:
- Legal acumen. Our sexual harassment lawyers focus on employment law, ensuring you understand your rights and the legal options available to you.
- Case evaluation. We will evaluate the strength of your case, identifying evidence and potential legal claims to maximize your chances of success.
- Document preparation. Your attorney will draft complaints, legal motions, and other documents required for filing a case with the appropriate government agency or court.
- Settlement negotiations. Our advocates will negotiate with your employer to reach a fair settlement, potentially saving you the stress and time of a trial.
- Courtroom representation. If we cannot reach a settlement, our lawyers will advocate for you in court, presenting a compelling case to a judge or jury.
- Protection from retaliation. If you face retaliation for filing a complaint, we can help you understand your rights and take legal action against employers who violate them.
A sexual harassment lawyer will be your ally throughout this process, ensuring you feel supported and empowered to seek justice.
Why Early Legal Representation by a Sacramento Sexual Harassment Attorney Matters
The earlier you involve a sexual harassment attorney, the stronger your case can be. Here’s why timing is critical:
- Preservation of evidence—early action ensures critical evidence, like emails, text messages, or security footage, is preserved before it’s lost;
- Compliance with deadlines—harassment claims have strict filing timelines, such as the 180-day Equal Employment Opportunity Commission (EEOC) deadline;
- Employer retaliation protection—engaging legal counsel promptly can deter your employer from retaliating against you.
An experienced sexual harassment at workplace lawyer can handle these complexities so you can focus on recovery and rebuilding your career.
Harassment Defined
So how can you tell whether the uncomfortable conduct you face at work is sexual harassment? Each case is different, but there are a few factors you can look for if you plan to file a complaint.
The U.S. Equal Employment Opportunity Commission (EEOC) defines sexual harassment as unwelcome conduct based on sex. This type of harassment is illegal if it produces one of the following situations:
- Your receipt of work benefits depends on your endurance of unwelcome conduct; or
- The unwelcome conduct is so severe or pervasive that it creates an intimidating, abusive, or hostile work environment.
If you have to endure harassment to maintain or receive work benefits, that is quid pro quo harassment. If the harassment creates an abusive, hostile, or intimidating work environment, you must prove that a reasonable person would label your work environment as hostile.
Harassment Examples
As we said, each sexual harassment case is different, but sometimes you can better gauge your right to file a complaint if you have examples. Common and actionable harassment situations include:
- A supervisor threatening to terminate your job, dock your pay, or take away your benefits if you do not accept their sexual advances;
- A coworker regularly hurling sex-based jokes, teasing, or insults at you or others in your workplace;
- A coworker or customer touching you without your consent;
- A supervisor requiring that you accept their sexual advances before giving you a job, promotion, work benefits, or raise;
- A coworker or client displaying offensive images of a sexual nature or engaging in other non-verbal offensive conduct in the workplace; and
- A coworker or contractor making comments about the physical attributes of you or someone else in your workplace.
In many cases, a single instance of offensive conduct is not enough to prove you work in a hostile environment. However, a single occurrence can be enough for a complaint if the occurrence is severely offensive or if your employer conditions receipt of work benefits on enduring unwelcome conduct.
If you are unsure whether you have a good chance of winning a sexual harassment complaint, speak to an attorney. Experienced Sacramento sexual harassment lawyers can help you understand and maximize your rights against workplace sexual harassment.
Recognizing Subtle Forms of Sexual Harassment
While some forms of sexual harassment are overt and easily identifiable, others can be subtler, leaving victims uncertain about whether they have grounds to take action. For instance:
- Microaggressions—persistent, demeaning comments that may not seem significant individually but create a cumulative hostile work environment;
- Exclusion based on gender—when employers leave employees out of key meetings or decision-making opportunities because of their gender, it creates professional inequity; and
- Inappropriate social media interactions—including unwelcome messages, tagging, or sharing inappropriate content involving a coworker.
Recognizing these nuanced behaviors as harassment can empower victims to seek help and confront the situation before it escalates. A skilled sexual harassment lawyer can guide you through determining whether these actions constitute illegal harassment.
Understanding Quid Pro Quo vs. Hostile Work Environment Harassment
Sexual harassment typically falls into two categories: quid pro quo and hostile work environment harassment. Understanding these distinctions is vital when assessing your situation:
- Quid pro quo. This type of harassment occurs when workplace benefits are contingent on submitting to sexual advances. A supervisor saying, “Dinner with me, or your promotion is off the table,” is a clear example.
- Hostile work environment. This harassment arises from pervasive, unwelcome conduct that alters your work conditions, such as daily offensive comments or inappropriate jokes.
Both forms of harassment are illegal, and a knowledgeable attorney can help you determine which applies to your case.
The Emotional and Professional Toll of Workplace Harassment
Sexual harassment in the workplace impacts more than just daily comfort—it can profoundly affect an individual’s mental health, professional reputation, and career growth. Victims may experience:
- Mental health struggles—anxiety, depression, and post-traumatic stress disorder (PTSD) are common among those subjected to harassment;
- Career setbacks—harassment often forces victims to leave jobs, miss promotions, or be overlooked for key opportunities; and
- Social Isolation—victims may withdraw from workplace interactions, feeling alienated and unsupported by colleagues.
At King & Siegel, we understand these challenges and offer compassionate yet assertive representation to help you recover financially, emotionally, and professionally.
Common Misconceptions About Sexual Harassment Claims
Many victims hesitate to file a claim due to myths surrounding workplace harassment. It’s crucial to dispel these misconceptions:
- “Nothing can be done unless the harassment is physical.” Verbal and non-verbal actions, such as comments or inappropriate gestures, can also constitute harassment.
- “It’s too late to act.” Even if harassment occurred years ago, consulting with a lawyer can help determine if deadlines were paused.
- “Filing a complaint will ruin my reputation.” Confidentiality protections are often in place, and a good lawyer can strategize with you to avoid or mitigate reputational risks.
Victims should not let these myths prevent them from standing up for their rights. Our sexual harassment lawyers are well-versed in navigating these cases and advocating for victims.
When Is My Employer Liable for Harassment?
If you are punished for refusing to accept harassment from a supervisor, your employer is automatically liable. Your employer is also liable for harassment that creates a hostile environment if:
- You made reasonable attempts to prevent or correct the harassment by following your employer’s complaint procedures; and
- Your employer did not make reasonable efforts to correct the harassment.
Not only is your employer responsible for harassers who are supervisors, but they are also responsible for non-supervisor and non-employee harassers. Your employer is responsible for non-supervisor and non-employee harassers if your employer has control over them, should have known about the harassment, and did not take proper corrective action.
Reporting Sexual Harassment
A victim of sexual harassment has a right to file a complaint with the government and sue in court. If you win a sexual harassment complaint, you could win:
- Job reinstatement,
- Compensation for financial losses,
- Back pay,
- Benefit reinstatement,
- Compensation for pain and suffering,
- A promotion,
- Policy changes at work,
- Punitive damages, and
- Legal fees.
It is often a long road to winning these damages, and you must start your case in the right way. Please take a look at the following steps for properly initiating a sexual harassment complaint.
Step One: Tell Your Harasser to Stop
For offensive conduct to be unlawful harassment, it must be unwelcome. The first way you establish this is by telling your harasser to stop. If you cannot dismiss a harasser because of the position they hold in your workplace or other factors, do not give up on your case. The EEOC looks at the whole record and the circumstances of your situation when deciding whether your employer is liable for sexual harassment.
Step Two: Gather Evidence of Harassment and Your Employer’s Response
If your harasser’s behavior is extremely offensive the first time, or if the behavior persists after you tell your harasser to stop, you need to gather evidence for your complaint. It is important to:
- Take notes about the details of every harassing event;
- Compile relevant correspondence;
- Keep records of your internal complaints and their outcomes;
- Gather relevant personnel records; and
- Keep a list of witnesses.
Your collection of this evidence should be ongoing until your harassment dispute is ultimately resolved.
Step Three: File an Internal Harassment Complaint with Your Employer
Employees in hostile working environments must prove they used workplace grievance procedures before suing or complaining to the government. There can be exceptions to this rule if a grievance procedure is inadequate in light of the particular circumstances.
Step Four: File a Complaint with the Government or a Lawsuit
If you have tried to handle your harassment dispute at work to no avail, you can file a harassment complaint with the government. You can file your complaint with the EEOC or the California Department of Fair Employment and Housing (DFEH). Even if you want to file a lawsuit, you must first receive a Right-to-Sue notice from the EEOC or DFEH.
You have 180 days to file an EEOC complaint and three years to file a DFEH complaint. Also, your employer must have at least 15 employees to be subject to an EEOC complaint. Speak to an attorney immediately to help make sure you fulfill all deadlines and filing requirements.
Working with Sexual Harassment Lawyers: Protecting Your Career While Pursuing Justice
Victims of workplace harassment often worry about damaging their careers by coming forward. However, with the right legal strategy, you can protect your reputation while seeking justice:
- Confidentiality measures—most harassment claims are resolved through private settlements, ensuring discretion;
- Employer accountability—filing a complaint can prompt employers to implement stronger anti-harassment policies, creating safer work environments for all; and
- Reputation management—a skilled attorney will manage public relations concerns and guide you in maintaining professional relationships during the process.
Fighting back benefits you and helps foster a safer workplace culture for others.
Speak a Sexual Harassment at Workplace Lawyer
Our Sacramento sexual harassment attorneys at King & Siegel are top-level advocates for employee rights. We provide our clients with the personal attention they need, and we have won more than $60 million for our clients in less than four years. We are here to support and fight for you. Contact us today for exceptional help.
Our experienced attorneys handle other types of cases as well, including:
Working with us ensures your case is in good hands from start to finish.
Choosing the Right Attorney Can Make All the Difference
We Get Results
We go toe-to-toe with employers to get you the compensation you deserve.
Free, No-Strings-Attached Consultations
All consultations are 100% free. Not sure you have a case? That’s fine. We’re happy to learn more about your situation and point you in the right direction.
Clients Always Come First
We understand that our clients trust us with their most personal and critical legal issues. We do not take this responsibility lightly. You are not just a number to us.
We Are Passionate About What We Do
We started King & Siegel because we believe that the same aggressive, skilled, and passionate litigation tactics we learned at big firms could and should be available to workers and consumers in their most critical legal moments—when you are harassed, assaulted, demoted, fired, defrauded, or exploited by the institutions you rely on.
Our Firm is Dedicated to Excellence
We graduated from top-five law schools, including Harvard and NYU, and trained at the country’s biggest and best litigation firms. As contingency attorneys, you don’t pay us unless you win, which means our incentives are 100% aligned. We win if you win. It’s that simple.