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2022 was a year of tremendous growth for Haeggquist & Eck, LLP. We are excited to share how we expanded our team and the clients we serve and how that growth will continue in 2023.  

TEAM GROWTH IN 2022 

Jenna Rangel was promoted to partner. Three new associate attorneys joined our firm: Erin Cole, Sarah Pike, and Anna Schwartz. Christy Heiskala joined our firm as a full-time survivor advocate who provides trauma-informed support and resources for our clients. Cynthia Burnette joined our firm as an executive assistant. Aida Ramirez, marketing specialist, moved into a full-time position. Nardeen Kaldas joined our firm as an intake specialist and is fluent in Spanish, Arabic, and English.  

ADDITIONAL CASES AND CLIENTS WE NOW SERVE 

In addition to serving those who have been sexually harassed in the workplace, we are now serving adult survivors of sexual assault that happens on college campuses, in medical facilities, or by service providers.  

We will continue to stand up for employees who have experienced discrimination due to race, gender, LGBTQ+, pregnancy, disability, or religion. We will continue to stand up for employees who have been unfairly paid or wrongfully terminated. We will continue to stand up for consumers who experienced fraud.  

2022 FUN HAE TEAM STATS 

We volunteered a combined total of almost 200 hours. 

We raised $7,500 for Feeding San Diego. 

We donated $40,000 to organizations whose missions align with our core values. 

We consumed over 2,000 cups of coffee! 

2023 FOCUS AND EXPANSION 

Our focus for 2023 is on our team. We invest a lot into our team members’ professional and personal growth so that we have the strongest team working collectively to provide an excellent client experience and case resolution. We will have monthly team wellness challenges that incorporate health, fitness, finance, environment, and learning. 

OFFICE EXPANSION 

We will be doubling the size of our office to accommodate our growth. The good news is that we will remain at the same location with a gorgeous view and easy parking for clients and visitors. The expansion should be complete by May 1^st.  

WE ARE HIRING 

Follow these links to learn more and feel free to share with someone you believe is a good fit. 

Plaintiffs Sexual Assault Litigation Associate Attorney 

Plaintiffs Employment Litigation Associate Attorney 

Paralegal 

Legal Assistant 

Intake Specialist  

GRATITUDE AND APPRECIATION 

We are grateful to our clients who trust us, the lawyers who refer us, and the legal community who support us. We are honored to be of service.  

Bajo la Ley de derechos de la familia de California, un empleador con cinco o más empleados debe proporcionar a los empleados elegibles que cumplan con los requisitos específicos hasta un total de 12 semanas laborales en cualquier período de 12 meses para cuidar a un familiar o tomar una ausencia médica.  

California ha ampliado la definición de familia para incluir a aquellos parientes que no son de sangre. Esto permite que el empleado tome tiempo de ausencia bajo la Ley de Derechos de la Familia de California para una “persona designada” que el empleado haya identificado. Esta persona puede ser cualquier individuo que elija el empleado. Esta ley entrará en efecto en enero de 2023. 

Esta ley fue aprobada pensando en los miembros de las comunidades latinas , otras comunidades de inmigrantes, y comunidades marginadas. California entiende que los hogares de inmigrantes típicamente son hogares multigeneracionales que crean una fuerte relación con aquellos que no son solo miembros de la familia inmediata. Esto permite que los empleados tengan la capacidad de tomar un tiempo de ausencia para cuidar a sus familiares o ellos que el empleado elija como su familia.  

Para averiguar si es elegible para tomar tiempo de ausencia para cuidar a un familiar elegido, comuníquese con nuestra oficina. 

A partir de enero de 2023, empleadores con 15 o más empleados deben anunciar las escalas salariales para un puesto en cualquier publicación de trabajo. La “escala de pago” se define como “el rango de salario o salario por hora que el empleador razonablemente espera pagar por el puesto”. Sin embargo, esto no incluye otros tipos de compensación como los beneficios. Los empleadores estarán obligados a cumplir con esta ley incluso cuando utilice anunciantes de terceros. Esto significa que los empleadores tendrán que proporcionar las mismas divulgaciones de escala salarial cuando utilicen empresas de contratación y publicidad como LinkedIn, Craigslist o empresas de personal. 

Adicionalmente, empleadores van a tener la obligación de mantener archivos de los títulos de trabajo y historia de salarios para cada empleado durante la duración del empleo más tres años. Estos archivos deben estar disponibles para su inspección por parte del Comisionado Laboral. 

Esta ley fue aprobada con la intención de cerrar diferencia de pago que existe actualmente para los grupos marginados. Si cree que su empleador le está pagando menos que sus compañeros de trabajo debido a su raza o género, comuníquese con nuestra oficina para una consulta

Workplace sexual harassment refers to many phrases, words, and actions that might cause an employee to feel worried, upset, or frightened to the extent that it impacts their working conditions and ability to perform their job as they should. It can often lead to distress or illness and can affect a victim’s day-to-day life.

Sexual harassment doesn’t have to be directly sexual in nature. It can also come in the form of intimidating or offensive comments or teasing based on stereotypes, such as those about how certain people are or should act or bullying an individual or a group of people because of their sex, or gender identity (woman, man, trans, intersex, non-binary), or sexual orientation (straight, queer, bisexual, gay, lesbian, pansexual, asexual, two-spirit).

Sexual harassment can also be about sex and something else, such as race or ethnicity. For instance, a woman of color might experience workplace harassment differently from a white female coworker. A woman of color might be the target of abusive or hostile behavior due to the combination of her sex and race or ethnicity.

Sexual harassment in the workplace usually falls into one of two categories: quid pro quo or hostile work environment. Both are illegal under state and federal laws. 

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Quid Pro Quo

Quid pro quo is Latin for “something for something.” This type of sexual harassment involves a supervisor, manager, or another superior requesting sexual acts or favors in return for the employee’s continued employment, a raise, a promotion, or some other type of benefit. 

Hostile Work Environment

The other category of workplace sexual harassment is a hostile work environment. When most people hear the word hostile, they probably think of aggressiveness or anger. Unfortunately, people you work with can treat others poorly, but it doesn’t count as a hostile work environment. For the purposes of the law and in terms of sexual harassment, a hostile work environment is one in which sexual harassment permeates the work atmosphere.

Under the law, the harassment must target certain employees, such as those of a specific gender, race, religion, or sexual orientation. Other people can be rude to you at work, but as long as their behaviors do not target these qualities, in particular, it’s not generally breaking the law. You should also note that isolated incidents or petty slights aren’t enough to fulfill the legal definition of a hostile work environment. Instead, the behavior must be ongoing or highly offensive one-time occurrences.

To be a hostile work environment, sexual harassment must be so severe and pervasive that it impacts your ability to complete your work duties. The other party’s behaviors must go beyond just offensive to objectively abusive. The harasser doesn’t have to be a supervisor or someone above you.

Anyone in the workplace can harass you, including:

• Supervisors and managers
• Coworkers
• Customers or clients
• Others doing business in the building, such as a delivery driver

The person harassed isn’t the only victim; anyone in the workplace can be affected by the harasser’s conduct, which will qualify as creating a hostile work environment.

To determine if the conduct is severe or pervasive enough to create a hostile work environment, courts as:

• How often did the offensive behavior happen?
• Was the conduct directed towards someone due to their status (gender or sexual orientation)?
• What type of behavior was it?
• Will a reasonable person agree that the work environment is hostile based on the harasser’s behavior?

Signs of a Hostile Work Environment

If you suspect your work environment has become hostile, there are some signs you can watch for. Some examples of sexually offensive conduct that can create a hostile work environment include:

• Displaying or sharing offensive pictures, texts, or other messages
• Threatening or intimidating behaviors
• Physical assaults or unwanted touching
• Requests for sexual favors
• Physically blocking a person’s movements or standing in their way.
• Brushing up against another person, even if the person makes it seem accidental
• Staring or looking at another person’s body up and down
• Following someone around or paying them excessive attention
• Insulting comments about someone’s sexual orientation or gender identity or inquiring about someone’s sexual orientation
• Sexually offensive remarks, gestures, or facial expressions
• Lewd jokes or telling stories about sexual experiences—this doesn’t have to be directed at you but done in front of you to make you uncomfortable.
• Inappropriate and suggestive touching, rubbing, kissing, or caressing a person’s body or clothing.
• Suggestive or unwanted lewd letters, emails, or other communications or sharing images of a sexual nature in the workplace
• Displaying items, posters, or screensavers of a sexual nature
• Repeatedly asking for dates despite being turned down.

Remember that hostile work environment behaviors must be offensive to a reasonable person. Behaviors like this may present in different ways in real-time interactions. If you are experiencing hostile behaviors, it’s crucial to recognize when they occur and document them.

These are only a few examples, and many others exist. If you believe you are experiencing workplace sexual harassment, you must speak with an experienced employment attorney to discuss your specific situation, legal rights, and options.

What to Do if You Experience a Hostile Work Environment

If you or someone you know was subject to a hostile work environment, you have the right to take action. You may be afraid or worried about reporting workplace sexual harassment or taking other actions to get it to stop. However, you have to do what is right for you in the situation, and only you can be the judge of that. You have many legal protections, and you may want to discuss the circumstances with a seasoned employment lawyer before moving forward. Even still, here are your options in dealing with workplace sexual harassment. 

Ask the Harasser to Stop

If you feel comfortable doing so, you can ask the person, either verbally or in writing, such as an email, text message, or letter, to stop their harassing behaviors. If you make the request in writing, keep copies for yourself as proof that you asked them to stop. If you tell them in person, you may want a trusted coworker to accompany you as a witness and for moral support. 

Keep Detailed Records

If you don’t feel comfortable approaching the harasser or the behavior continues, be sure you keep detailed notes and records about their conduct. Keeping these records in a safe, non-work-related place, such as your personal email account, journal, or cell phone, is best.

Document what the harasser says or does, where they do it, if they direct it towards anyone or any specific group of people, if there are witnesses present, and any other essential details. Being as descriptive and detailed as possible can help. Since later other parties might read your documentation as a part of an investigation, you should do your best to document the facts and be as objective as you can.

Suppose you receive texts, emails, or pictures from the harasser. In that case, save those in your files too. If you speak to a supervisor or human resources, document those meetings and their details as well.

Research Your Employer’s Policies and Complaints Process

Find your employee handbook or manual. The law requires your employer to have policies and procedures in place to deal with workplace sexual harassment. If you can’t find a copy or aren’t sure if it’s up to date, request a new one from your human resources department or manager. You should find the applicable policies or documents with others that mention discrimination or harassment. Ask your human resources department or employee relations if you can’t locate this information. 

Make a Report to Your Supervisor

It’s generally best to report sexual harassment within the workplace internally first. Usually, your supervisor is the person to start with. If your supervisor is the harasser or has done nothing about your experiences, go to their boss or human resources.

You can make your report verbally or in writing. Most attorneys recommend making it in writing so that you have a record of your report. If you decide to do it verbally, try to have a witness present and take notes about what each party said. You can then send a follow-up email to the person you made the report to that reviews what you said and what they said they planned to do next.

You should also be aware that you have the right to report sexual harassment anonymously. For example, some companies have an anonymous tip line for employees to call about these matters or an Ombudsman you can make a complaint with. In addition, some third-party services help employees make anonymous harassment complaints to their employers. However, be aware that if you decide to make an anonymous report and don’t give enough detailed information about who the harasser is or what is going on and when your employer may not have enough information to do anything about it. 

Your Employer is Prohibited From Retaliating Against You

You should also file a complaint if your employer retaliates against you for reporting sexual harassment.

Retaliation can include actions such as:

• Firing you
• Demoting you
• Reducing or changing your hours or shifts
• Reducing your pay
• Making your job more difficult for you in other ways

Contact a Knowledgeable Employment Lawyer Today

Experiencing any kind of workplace sexual harassment can be extremely degrading, concerning, and overwhelming. You must make several decisions, none of which are very pleasant. You might be worried about your safety or retaliation at work if you make a report or even the safety of or retaliation against a coworker.

Many people in your shoes choose to seek legal counsel at this point. A knowledgeable employment lawyer can help you understand your circumstances in light of your rights and state and federal laws. They can explain your choices in a way you can understand so that you can make the best decision for yourself under the circumstances. The sooner you contact an attorney, the sooner the situation can improve.

No one should have to tolerate sexual harassment or a hostile work environment. Find an employment attorney who will stand up for you.

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The WARN Act Ensures Employees Have Advance Notice In Cases of Plant Closings, Mass Layoffs, and Relocation

During a recession, layoffs are inevitable. It is not only fair to give employees substantial notice, but also the law. The law requires employers to comply with labor codes such as the WARN Act before laying off employees. If you are an employee who has been laid off, you may be eligible to receive back pay as well as the cost of any benefits you would have been entitled to and medical expenses incurred that would have been covered under the employee benefit plan.

What Is The WARN Act?

The Worker Adjustment and Retraining Notification (WARN) Act helps ensure advance notice in cases of qualified plant closings, mass layoffs, and relocations. WARN protects employees, their families, and communities by requiring employers to give advance notice to the affected employees and both state and local representatives before a plant closing or mass layoff. Advance notice provides employees and their families time to transition and adjust to the potential loss of employment, time to seek alternative jobs and, if necessary, time to obtain skills training or retraining to successfully compete in the job market.

Employees File Lawsuits Against Twitter And Other Companies For Violating The WARN Act

Former employees of Twitter filed class-action lawsuits against the company claiming Twitter violated the WARN Act when it laid off 50% of its workforce. Twitter isn’t the only company undergoing mass layoffs. So far in 2022, there have been nearly 140,000 people laid off from various tech companies. In California alone, 312 tech companies laid off employees in 2022.1 In November alone, Amazon laid off 10,000 people, Meta, the parent company of Facebook, laid off 11,000 employees, and Carvana laid off 1,500 workers.

United Furniture Sued For Violating The Warn Act After Laying Off All Of Its Employees

United Furniture Industries Inc. has employees in multiple states, including California. Court documents say United Furniture notified its employees via email and text messages that it was terminating all of its employees effective immediately. The new lawsuit alleges that United Furniture Industries violated the federal WARN Act. The California plaintiffs said, “most employees were not paid for their final week … and no employees were paid for their accrued paid time off.” Besides the WARN Act, the California plaintiffs claim United violated two California labor codes.3

Does My Employer Have To Comply With The WARN Act?

Many factors determine whether your company is required to comply with the WARN Act such as the total number of employees, location, and length of time you were employed. The WARN Act makes certain exceptions to the requirements when employers can show that layoffs or worksite closings occur due to faltering companies, unforeseen business circumstances, and natural disasters. However, even during a pandemic such as Covid-19, the WARN Act applies.

It is important to consult an employment law attorney that represents employees in your state because there are different requirements based on the location of your employer. Along with the federal WARN Act, which covers employees throughout the country, there are state, and city-level WARN Acts. For

example, in San Diego County, an employer must provide notice to the San Diego Workforce Partnership, which is the local Workforce Development Board for the region.4

What Is The Difference Between The California WARN Act And The Federal WARN Act?

California’s version of the WARN Act is broader in scope than the federal WARN Act. California employers must comply with the requirements of both laws in addition to any city-level requirements.

Are Layoffs Due To COVID-19 Covered By The WARN Act?

Yes, under certain circumstances. It is best to consult an attorney regarding your specific employment situation. Short-term layoffs, temporary layoffs, or furloughs that last longer than six months or that are later extended to last longer than originally contemplated are expressly addressed by the WARN Act and regulations. The layoff can be treated as an employment loss and may violate the WARN Act unless it meets the exceptions.5

What Role Does the U.S. Department of Labor Provide?

The role of the U.S. Department of Labor is limited to providing guidance and information about the WARN Act; such guidance is not binding on courts and does not replace the advice of an attorney.

What Should I Do If I Have Been Laid Off Without Notice?

Call Haeggquist & Eck if you have been laid off and want to determine if you might be eligible for compensation for violation of your employment rights.

Resources:

1. Layoffs.fyi

2. Forbes

3. Winston Salem Journal

4. San Diego Workforce Partnership

5. Department of Labor

There are many common sexual harassment scenarios that can happen at work. Over a recent three-year period, the U.S. Equal Employment Opportunity Commission (EEOC) received 98,411 complaints alleging harassment of any kind and 27,291 specifically alleging sexual harassment. Sexual harassment charges accounted for more than one-third of all charges made to the EEOC during this timeframe. Despite more training and workplace campaigns, workplace sexual harassment continues in every state in America today.

All employees, no matter their location, jobs, positions, backgrounds, or place of employment, need to know what sexual harassment is, its consequences and why it’s unacceptable. Employees should know where they can report sexual harassment and what steps the employer should take when they do. They also need to know the consequences of sexually harassing a coworker in the workplace. Those who are victims have the right to hire a workplace sexual harassment attorney for help.

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Types of Sexual Harassment at Work

Every sexual harassment case is different, making it difficult to recognize when you are a victim. The two main types of sexual harassment are hostile work environment harassment and quid pro quo harassment.

Hostile work environment harassment occurs when someone in the workplace engages in harassing conduct that is pervasive or offensive enough to make the workplace hostile to the victim. If a reasonable person should not tolerate the environment and conduct, it can constitute unlawful harassment.

A more malicious type of workplace sexual harassment is quid pro quo. With this type of sexual harassment, one person feels pressure to perform or tolerate a sexual act or favor to retain their job or receive a promotion. The harasser is someone who has authority over the victim’s job and uses this authority to pressure the victim into sexual conduct.

Sexual harassment can arise in many different scenarios, and we describe some possible situations below. Victims or harassers can be men, women, same-sex employees, contractors, or others involved with your work. If you suspect you experienced any type of sexual harassment, seek a legal consultation immediately.

Examples of Workplace Sexual Harassment

The following are some examples of how sexual harassment can happen at work. If you have a different situation, let an employment lawyer review what happened and advise you of your rights in your specific situation.

Scenario 1: Direct and Hostile Workplace Sexual Harassment

Hilaria works at a clothing factory in San Francisco. Bill, her supervisor, frequently attempts to touch her under pretext. For instance, last week, he tried to touch the upper area of her chest under the guise that he saw a bug. This week, he attempted to hold her waist. Hilaria is uncomfortable with his action, and her factory colleagues mock her for their supervisor’s special attention.

The physical touching by Bill is an unwelcome regular occurrence. The pervasiveness of the touching makes her want to stay home from work. She reported the matter to the owner of the company, who defended the supervisor and took no action to change his behavior. This constitutes a hostile work environment, and she likely has a strong sexual harassment claim.

Scenario 2: Female to Male Sexual Harassment

Marty and Marlene work at the same organization. Marlene can’t stop looking at Marty all day. She really has eyes for him, and everyone can clearly tell. Every time Marty gets up to go to the break room, Marlene gets up and follows him so they can be alone. When alone, she asks probing questions about his personal life and attempts to make plans outside of work with him. Marty isn’t interested in Marlene’s advances at all. Her behavior becomes intolerable for him as he feels Marlene is invading his workspace.

Sexual harassment isn’t just limited to female victims and male harassers. Many people associate sexual harassment with a male employee making advances on a female, but this is not always the case. A victim can be anyone, so never wait to seek legal help even if you feel you are not a traditional victim of harassment.

Scenario 3: Quid Pro Quo Sexual Harassment

Tammy has recently started working as a personal assistant to the managing director, Brett. Near the end of her probation period, Brett asks Tammy out for a drink after work. He then tells her that if she wants a permanent position with the company, she needs to have sex with him. Tammy refuses but knows that if she wants to stay employed at the firm, she must comply with Bretts’s demand. She reports Brett’s inappropriate request to the firm’s human resources department.

Because this constitutes quid pro quo harassment, the employer can be liable even if it did not have an opportunity to stop the conduct.

Scenario 4: Non-Co-Worker Workplace Sexual Harassment

Jackie and Adam meet at a work convention. They don’t work for the same company but collaborate on projects in the same industry. They exchange emails so they can communicate regarding shared assignments. After a few emails, Adam quickly changes the subject from work to compliments. He tells Jackie about how attractive and good-looking she is. She tries to bring the subject back to work-related questions. Still, Adam continues sending Jackie emails daily, professing how in love he is with her.

Jackie informs her supervisor, who then reaches out to Adam’s supervisor to inform him. She tells him that employees should refrain from making inappropriate comments and advances that make another professional uncomfortable, even if they don’t share the same workplace. If the harassment continues and the employer refuses to change Jackie’s collaborative work with her harasser, she can take action for sexual harassment.

Scenario 5: Direct Sexual Harassment

Kendra, a female receptionist, sees Curt, a male local delivery driver, every other day when he delivers packages to her office. She simply does her job by receiving and signing the deliveries, but Curt keeps asking her out and trying to flirt with her. Kendra respectfully declines and politely tells Curt that she isn’t interested. Curt is persistent and proceeds to visit her and brings her gifts and flowers in hopes she will change her mind. However, Kendra remains uninterested.

In this scenario, the receptionist said she wasn’t interested in Curt. The driver’s repeated advances can be sexual harassment if she reports this incident to the human resources department or her supervisor. The HR department or her superior can speak with the driver and explain that his advances are unwelcome and make Kendra feel uncomfortable. If the department takes inadequate action, it violates Kendra’s right to be free of harassment at work.

Scenario 6: General Hostile Workplace Sexual Harassment

A team of unruly employees at work often makes crude or inappropriate statements and jokes that other employees can overhear in the same department. Other employees feel uncomfortable and shaken by the behavior and comments, especially when their banter becomes quite graphic or absolutely inappropriate.

This is an example of a hostile working environment. Though the group did not direct their comments and jokes to other workers or anyone in particular, they still created an uncomfortable workplace for others. By not taking action in this instance, managers and employees can set their businesses up for a lawsuit.

Employers and HR departments need to talk to their employees about this type of behavior or start an individual or group session regarding these actions in the workplace. They should also lay out the consequences of insubordination and the persistence of their conduct.

Scenario 7: Quid Pro Quo Sexual Harassment

Tom, a supervisor, begins to develop feelings for his subordinate, Caroline. Tom suggests a relationship with Caroline and promises work benefits such as a window office, bonuses, and promotions. Caroline isn’t interested in pursuing a relationship with Tom. Still, she worries that her chances of getting a promotion will end if she refuses to reciprocate her superior’s feelings.

This is also quid pro quo sexual harassment. It’s one of the two main types of sexual harassment, which involves an employer asking for unwanted favors from a subordinate as a condition for a promotion or another job benefit.

Everyone in the workplace should know that quid pro quo sexual harassment is unlawful, and they should report it immediately. If this happens to you, you have the right to file a lawsuit.

Scenario 8: Personal Computer Materials

A coworker, Don, checks his personal email at work, and occasionally opens his email and looks at pornographic images and videos. Not everyone in the office notices, but those who do, don’t complain or tell anyone. You observe him doing this regularly and begin to feel uncomfortable when he does this.

In these circumstances, you can advise the person to refrain from looking at inappropriate pictures or videos while at work. If he does not stop and continues to expose you to what he is viewing, you should report it to your employer immediately. If your employer does not take action, you may file a sexual harassment claim, even if the conduct was not directed toward you.

Scenario 9: Quid Pro Quo Sexual Harassment

Harper is a young team leader at an advertising firm. One evening, Harper decides to stay after work with her manager, Steven, to work on an important team presentation. Steven offers to buy Harper dinner and later gives her a ride back home since her vehicle is in the shop.

After dinner, Steven cleverly tells Harper that he would love nothing more than to spend the night with her. Harper politely but firmly turns down his request and takes an Uber home. The next evening, Steven tries his luck again, but once again, Harper refuses to give in to his advances. Upon Harper’s refusal, Steven becomes rather angry. He threatens to tell everyone in the office that she made passes at him and threatens her job.

Steven’s threat to Harper that if she doesn’t accept his request for a sexual favor, he’ll ruin her reputation at the office constitutes another example of quid pro quo sexual harassment. Steven’s actions involve sexual advances, an ultimatum, and can hurt Harper’s career. The employer can be liable for his harassment in this context.

Scenario 10: Quid Pro Quo Sexual Harassment

Sandy works as a domestic helper at the Morris residence. Most days, Ms. Morris leaves home very early in the morning for work. Therefore, Sandy often works in the company of an older family member. Sandy finds that the older man repetitively smirks at her in a lewd manner and walks around the house in nothing but his underwear, making her very uncomfortable.

One day while she was working, he tried to fondle her breast. When she told him that she planned to report his actions to Ms. Morris, he threatened to accuse her of theft, telling her that he would ensure she lost her job there.

In this scenario, the older male household member also commits quid pro quo sexual harassment by threatening Sandy to keep silent about the unwelcome sexual advances if she wants to maintain her employment. It’s also a good example of how sexual harassment does not have to occur in a formal office setting but can happen in any work environment.

Do You Face Workplace Sexual Harassment? Hire a Workplace Sexual Harassment Attorney Today

Sexual harassment in the workplace, no matter what kind or how it occurs, is never okay. Suppose you experienced sexual harassment in the workplace. In that case, reach out to an experienced sexual harassment attorney immediately.

Your attorney can assess the situation and help you determine your next best steps. Sometimes, that involves working with your employer’s human resources department, and sometimes filing a complaint in court.

If you face workplace sexual harassment, reach out for legal help today. Your employment law attorney can help you take action to hold your harasser accountable for what they did to you.

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