Harassment

Workplace harassment is unlawful conduct that creates an intimidating, hostile, or offensive work environment based on a protected characteristic such as sex, gender, race, religion, disability, age, or other protected categories under California and federal law. At Bokhour Law Group, PC, we represent employees who have been subjected to harassment in all its forms and are committed to holding employers accountable for failing to maintain a respectful and lawful workplace.

Sexual harassment is one of the most commonly recognized forms of workplace harassment and is considered a form of gender-based discrimination. It includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Importantly, harassment laws protect all employees regardless of gender, gender identity, or sexual orientation. Harassment does not need to be motivated by sexual desire to be unlawful, and both men and women can be victims or perpetrators of harassment in the workplace.

California law recognizes two primary types of sexual harassment claims.

The first is hostile work environment harassment. This occurs when an employee is subjected to unwelcome conduct that is severe or pervasive enough to create an abusive working environment. This type of harassment may include inappropriate comments, jokes, gestures, images, or physical conduct that makes it difficult for an employee to perform their job.

7,800,000

Class Action

900,000

Individual Plaintiff

4,400,000

Class Action

850,000

Individual Plaintiff

4,100,000

Class Action

725,000

Individual Plaintiff

3,600,000

Class Action

420,000

Individual Plaintiff

3,500,000

Class Action

355,000

Individual Plaintiff

3,450,000

Class Action

3,300,000

Class Action

2,870,000

Class Action

To establish a hostile work environment claim, an employee generally must show:

• They were subjected to unwelcome conduct
• The conduct was based on a protected characteristic
• The conduct was severe or pervasive enough to alter the conditions of employment
• The conduct created an intimidating, hostile, or offensive work environment
• The employer knew or should have known about the harassment and failed to take appropriate corrective action

The second type is quid pro quo harassment, which means “this for that.” In these cases, a supervisor or person in a position of authority conditions employment benefits or decisions on the employee’s acceptance of unwelcome sexual conduct. This may include situations where an employee is promised a promotion, raise, or other benefit in exchange for compliance with sexual requests, or threatened with termination, demotion, or other adverse consequences for refusing such conduct.

Employers have a legal duty to take reasonable steps to prevent and promptly correct harassment in the workplace. This includes implementing anti-harassment policies, providing training, and conducting thorough investigations when complaints are made. When employers fail to act, ignore complaints, or allow harassment to continue, they may be held liable under the law.

Employees who experience workplace harassment may be entitled to compensation for lost wages, emotional distress, and other damages. In some cases, additional remedies such as punitive damages, reinstatement, or workplace policy changes may also be available.

Bokhour Law Group, PC has extensive experience representing employees in harassment claims throughout California. Our attorneys understand the sensitive nature of these cases and are committed to providing strong, compassionate advocacy. If you believe you have been subjected to harassment at work, we are here to help you understand your rights and pursue the justice you deserve.