Employment · FEHA & Labor Code

What Happened to You at Work Was Not Your Fault. And It Is Illegal.

Sexual harassment, retaliation, and hostile work environments violate your rights under California law. Whether it came from a supervisor, a coworker, a client, or the owner — you do not have to endure it silently, and you do not have to face it alone.

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Under California Law

FEHA gives California workers some of the strongest protections in the country.

Sexual harassment under the Fair Employment and Housing Act takes two recognized forms:

Quid Pro Quo

A supervisor or person in authority conditions your job, promotion, raise, or continued employment on submitting to sexual conduct or requests.

Hostile Work Environment

Unwelcome sexual conduct — comments, touching, images, messages, or behavior — severe or pervasive enough to create an intimidating, offensive, or abusive workplace.

It doesn't require physical touching. Repeated sexual comments, texts, social-media contact, or other unwelcome conduct can all constitute illegal harassment.
Who Can Be Held Liable

Accountability reaches further than most people think.

Your employer — strict liability may apply for supervisor harassment
Supervisors & managers, personally
Coworkers — when the employer knew and failed to act
Third parties — clients, customers, vendors
Retaliation is also illegal. If you reported harassment — or simply refused unwelcome conduct — and were demoted, had your hours cut, were given a bad review, isolated, or fired, that is unlawful retaliation under FEHA, and it can significantly increase the value of your case.
What You Can Seek

Full compensation for the harm done to you

Every case is different and no result is ever promised. Depending on the facts, you may be able to recover:

Lost wages & benefits — past and future.

Emotional distress damages.

Harm to professional reputation.

Medical & therapy expenses related to the harassment.

Attorney's fees & costs — FEHA allows fee-shifting.

Punitive damages — in cases of malice, fraud, or oppression.

Act promptly. Before filing a FEHA lawsuit you must first file with the California Civil Rights Department (CRD); you generally have three years from the last act of harassment to file with CRD, and one year from a right-to-sue notice to file in court. Deadlines turn on your facts — don't let them expire.
Free · Confidential · No Obligation

Speak with an attorney before you do anything else.

Everything you share is confidential. We'll give you an honest assessment, handle your CRD filing, and take your case to trial if we have to — on contingency, with no out-of-pocket cost to you.

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Email: Frank@fgclawcorp.comServing: All of California