Best 3 Sexual Harassment Attorneys in Bakersfield

The ordinance also provides tenants with the ability to sue their landlord for harassment. Landlords in violation of Section 4.56 are liable for statutory damages of $1,000  to $10,000 and shall be liable for attorney fees. Each violation against tenants 65 or older will result in an additional civil penalty of $5,000.
A woman who filed a sexual harassment lawsuit against the Pierre Elliott Trudeau Foundation is appealing a Newfoundland and Labrador court decision that would have the case moved to Quebec. Our Bakersfield sexual harassment lawyer is available for a free consultation to discuss your options. After receiving a right-to-sue notice, you can pursue a lawsuit against your former employee. As per the California legislature , you have up to 3 years from the time of the sexual harassment to file a lawsuit. DFEH Charge – The DFEH, or the Department of Fair Employment and Housing, is the California counterpart to the EEOC.

While ostensibly showing the daughter how to stretch her comatose mother’s legs, Ataee fondled the young woman’s breasts and attempted to shove his hands down her pants, according to California Medical Board records. Dr. Esmail Nadjmabadi leaves the Bakersfield workers’ compensation medical clinic where he works on Oct. 20. If you were given a protective order as part of a criminal case, you can still ask for a civil harassment restraining order. Also, a criminal protective order may not include some protections, such as protection for your family members.
We investigate your allegations and initiate an investigation to identify the perpetrator and anyone else who could bear liability. In 1980, Governor Jerry Brown, and the Legislature reorganized civil rights enforcement. The FEPA and the Rumford Fair Housing Act were combined and renamed the Fair Employment and Housing Act , to protect Californians from both employment and housing discrimination. “Pat” Brown, Sr., signed the Fair Employment Practices Act , which took effect on September 18, 1959. The FEPA prohibited discrimination in employment on the basis of race, religious creed, color, national origin, and ancestry. The Act's jurisdiction covered employers of 5 or more persons, labor organizations, employment agencies, and any person aiding or abetting the forbidden actions.

Whether or not you quit because of workplace sexual harassment is a personal decision. You didn’t do anything wrong, and in some cases, you might otherwise like your job and your workplace. However, your work environment might not be tolerable and you might feel you have no other choice but to leave. Trying to stop workplace sexual harassment is important for several reasons.
In California, employees are also permitted to take a medical leave for up to 12 weeks under the Family Medical Leave Act , and they cannot be fired for exercising their right to be on this leave. Therules for sexual harassment in Oaklandderives from the rules that were created by the Equal Employment Opportunity Commission , which applies on a federal level. We see many individuals who report unwanted advances not only coming from supervisors but increasingly caused by work colleagues or clients/customers combined with the company not doing anything to prevent such occurrences. Remember, that it does not matter what the defendant’s intentions were. If it made you feel uncomfortable, the laws, both federal’s Title VII of the Civil Rights Act (“Title VII”) and California’s Fair Employment and Housing Act (“FEHA”) are on your side. This story was produced with The California Reporting Project, a coalition of 40 news organizations across the state, including KQED, UC Berkeley's Investigative Reporting Program and Stanford University's Big Local News.

This client said that she was just there to work, and that’s all that she  ever wanted to do, and that she felt that it was inappropriate. Sometimes, as an attorney, I have to have tough conversations with employees as to whether or not conduct like that is unlawful. The EEOC has a shorter statute of limitations on filing an official complaint, with a time limit of within 180 days of the most recent sexual harassing experience. If a harassed employee is also filing a claim with the DFEH, EEOC extends the statute of limitations to 300 days. After you have followed your workplace’s sexual harassment complaint procedures, you can then move on to filing a Discrimination Complaint with a government agency.
At Greenberg Gross LLP, our team is here to help if you want a California public school sexual abuse attorney by your side. Business lawsuits include breach of contract, tortious interference with contracts, business fraud, unfair competition, and trade secret misappropriation, among others. If you choose Ghuman Law Firm, you will acquire a determined advocate who will always look out for your best interests. Free consultation applies to personal injury and select employment law services. Please contact our office for more details about your specific case. Additionally, you are offered a zero fee guarantee when you take us on for our legal services.

That case has been settled with an $850,000 settlement and involved eight female workers. In addition to the monetary settlement, Goodwill of Greater East Bay was required to make revisions to their complaint and investigation procedures, as well as hire an outside consultant to oversee responses to any future complaints. Retaliating against a person who reports sex discrimination or sexual harassment in the workplace. If the California DFEH finds that your case has merit, they will seek to resolve the complaint with your employer. If this does not happen, they will file a lawsuit on your behalf seeking appropriate restitution. If you have obtained a “right to sue” notice, you can proceed with your own civil lawsuit against the aggressor or company where the harassment occurred.
If you or someone you know is or was a victim of sexual harassment in the workplace in Bakersfield or Kern County, reach out to us for afree consultation with one of our Bakersfield sexual harassment lawyersand learn what we can do for you. EEOC Charge – The EEOC or the Equal Employment Opportunity Commission will investigate your sexual harassment claim to determine whether the claim is supported by evidence. They may work toward a solution with your employer or provide you with a right-to-sue prompting you to contact a Bakersfield sexual harassment lawyer. If you’re experiencing sexual harassment at work, don’t suffer in silence. We understand the impacts that a toxic environment can have on its workers. Your physical health and mental well-being are our #1 priority — trust our Bakersfield sexual harassment lawyer to fight for your right to a SAFE workplace.

This is usually not an issue because sexual comments or inappropriate physical touching strongly evidence that the harassment is based on gender. However, if a man harasses a woman because she is wearing a blue colored shirt, then it is less likely that the harassment is based on the woman’s gender. Instead, the harassment is based on the color of the shirt—which is not illegal. If you are claiming retaliation, you will have to fill out Form RCI-1.
She said it is rare for someone alleging sexual abuse to have the courage to sue "a powerful institution" like the foundation. "But then to be told by the court, 'You can't proceed in our province, despite the fact that the trauma you experienced happened here, you need to go somewhere else,' it's like having a door slammed in your face," Marshall said. "We think the court in this case really discounted the fact that the plaintiff is a vulnerable survivor of sexual trauma," Marshall said in an interview Thursday. "To have to recommence her litigation, her lawsuit, in another province after years of delay, is an extreme barrier to access to justice." Plaintiffs Arianna Davis, Crystal Williams and Noelle Rodriguez make numerous charges including sexual, religious and racial harassment, disability discrimination, assault and false imprisonment.