Every person should be safe and free from harassment in their workplace. In fact, there are laws in place to try to assure this. Keep reading to learn about the California workplace harassment laws, what to do if you are the victim of harassment, and how a personal injury attorney may be able to help you recover compensation for your damages.
FEHA is There to Protect You
The California Fair Employment and Housing Act, also known as FEHA protects all employees from harassment in their workplace. While most people are familiar with certain types of workplace harassment, such as sexual harassment, there are actually many types of harassment defined under FEHA.
The True Scope of Workplace Harassment
Employment law in California holds that hostile work environment harassment is against the law as well – and this can include non-sexual harassment. This covers harassment based on sex or gender, disability, race or ethnicity, age, religion, sexual orientation, religion, gender identity, or gender expression. If you have been the victim of harassment for any of these protected classes, then you may have grounds for a workplace harassment claim.
Immigration Retaliation is Against the Law
If an employer has a non-citizen working for them, that employer may imply that they have power over that employee that can result in the said employee being deported. One example is to say that they will have the non-citizen deported if they speak to any legal entity, whether an attorney or law enforcement, about labor violations.
Remember that any consultation you have with an attorney is 100% confidential and privileged. You cannot legally be deported due to whistleblowing against your employer’s illegal activities.
It is Illegal for Anyone to Harass You at Work
It does not have to be your supervisor for a person’s behavior and actions to be illegal. If anyone approaches you and harasses you, then you may have a case for a hostile work environment. However, if your employer was not aware of the harassment, and had no way of knowing, then they may not be found at fault.
On the other hand, if you brought it to their attention, or have evidence that your employer was aware of it or even condoned it, then you may have a case. The next step is to talk to an attorney who can help you determine your options.
At The Law Offices of Larry H. Parker we have worked with many clients with many different needs and in a variety of situations. We know it can be difficult to decide if now is the time to act. You can contact us at 800-333-0000 to request a free, confidential consultation that allows you to determine your best option.
