Abogados de acoso sexual en California
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- Firma de abogados litigantes mejor valorada
- Más de 150 millones de dólares recuperados para los clientes.
- ¡Si no ganamos, no cobramos!
PRESENTADO EN
Puntos Clave
- FEHA de California covers employers with 5 or more employees and provides broader protections against sexual harassment than federal law.
- Two types of sexual harassment are recognized under California law: quid pro quo and hostile work environment.
- Los empleados tienen Han pasado 3 años desde el último incidente. to file a sexual harassment claim in California.
- Both the harasser and the employer can be held liable – employers are required to prevent and address harassment under FEHA.
- Terceros such as clients, vendors, or contractors can also be held liable for workplace sexual harassment.
- Feher Law handles sexual harassment cases on a base de honorarios contingentes – Sin costes iniciales, solo pagas si ganamos.
Preventing and addressing harassment at work, especially sexual harassment, has always been a major focus for regulatory agencies.
Según el Comisión de Igualdad de Oportunidades de Empleo de los Estados Unidos (EEOC), there was a 13.6% increase in sexual harassment charges filed from FY 2017 to FY 2018, coinciding with the global spread of the #MeToo movement.
Between FY 2018 and FY 2021, women filed 78.2% of the 27,291 sexual harassment charges, emphasizing the gender-specific nature of this issue. This needs to stop.
Are you seeking justice for sexual harassment in California? Our team of dedicated sexual harassment lawyers can help.
With years of experience navigating the complexities of sexual harassment cases, we are committed to advocating for your rights and ensuring accountability for perpetrators.
Why Feher Law Is a Top Choice for Victims of Sexual Harassment
When facing legal challenges, it’s essential to have a dedicated team by your side to provide tailored guidance and support. Our firm prides itself on offering compassionate and personalized advice to navigate you through every step of the legal process.
We prioritize your needs, ensuring that you feel heard, respected, and empowered as you seek justice.
- Empathetic Support: Cases involving sexual assault demand compassionate and sensitive treatment. Recognizing the profound impact of such experiences, our team approaches each client with empathy and understanding. We strive to create a ambiente seguro y de apoyo where you can feel heard, validated, and empowered.
- Éxito comprobado : Our track record speaks for itself. In the landmark case of Whipple vs. U.S. Metro, we secured a ground-breaking $2,700,000 verdict against U.S. Metro Group for their negligence in allowing a janitorial manager access to work sites, resulting in the sexual assault of an underage girl.
- Orientación personalizada: Our legal team is dedicated to providing personalized and attentive guidance as you navigate the complexities of your case, ensuring you feel heard, respected, and supported throughout the legal process. We understand the importance of tailoring our methods to meet your individual needs and concerns, offering caring advice every step of the way as you seek justice.
- Legal Expertise with Trial and Litigation: With extensive experience in litigation and trial advocacy, our team is equipped to handle every aspect of your case with precision and skill. From the initial filing of your claim to navigating complex legal proceedings, we provide expert guidance and strategic insights to effectively advocate for your rights. Our commitment to excellence ensures that your case is presented powerfully to secure the verdict you deserve.
Resultados de casos recientes
Por qué actuar con rapidez protege su caso.
El plazo de prescripción en California para las demandas por acoso sexual en virtud de la FEHA es de 3 años a partir de la fecha del último incidente. Una vez transcurrido este plazo, perderá definitivamente su derecho a recibir una indemnización, por muy sólido que sea su caso.
Más allá del plazo legal, cada semana que pase puede perjudicar su caso:
- Las grabaciones de vigilancia y de las cámaras de salpicadero se sobrescriben, a menudo en un plazo de 30 días.
- Resulta más difícil localizar a los testigos y sus recuerdos se desvanecen.
- Resulta más difícil vincular directamente los registros médicos con el incidente.
- Los peritos de seguros utilizan cualquier retraso como prueba de que sus lesiones no fueron graves.
Consultas gratuitas. No cobramos nada a menos que ganemos.
Llamar a (310) 340-1112 Llame ahora para una consulta gratis
QUÉ OPINAN NUESTROS CLIENTES
¿Por qué los clientes de California eligen Feher Law?
Super Lawyers 2022-2026 | Avvo 10.0 Excelente | Graduado del Gerry Spence Trial Lawyers College
Conozca nuestro equipo
Thomas Feher, Esq.
Abogado fundador
Stephen Wiard, Esq.
Abogado Litigante Sénior
Sandy Luu, abogada.
Abogado Asociado
Alex Ballard, abogado.
Abogado Asociado
Karen Parra, abogada.
Abogado Asociado
Chase Nielsen, abogado.
Abogado Asociado
Betsy Gómez
Gerente de asistente legal
Erica Feher
Directora de Operaciones
Sexual Harassment Legislation in California Workplaces
At the federal law level, Título VII de la Ley de Derechos Civiles de 1964 stands as a pivotal safeguard against discrimination based on sex, encompassing sexual harassment within its purview.
Employers with a staff of 15 or more are obligated under Title VII to cultivate a workplace environment that is devoid of sexual harassment, with potential liability for acts committed by their employees.
En California, el Ley de Equidad de Empleo y Vivienda (FEHA) is the primary legislation governing sexual harassment in the workplace.
Offering broader protections than Title VII, FEHA applies to employers with five or more employees and extends its prohibitions beyond sexual harassment to encompass other forms of harassment rooted in protected characteristics such as race, religion, disability, and sexual orientation.
¿Qué significa esto para ti?
FEHA imposes stringent obligations upon employers to prevent and address workplace harassment, including the provision of comprehensive training for both employees and supervisors.
The evolution of relevant case law contributes significantly to shaping the legal framework surrounding sexual harassment. Court decisions interpreting both Title VII and FEHA establish precedents and clarify the rights and responsibilities of employers and employees alike in combatting sexual harassment.
Types of Sexual Harassment in the Workplace
Sexual harassment is delineated in alignment with federal guidelines established by the EEOC. This encompasses a broad spectrum of unwelcome behaviors of a sexual nature occurring within professional or educational settings.
Various instances exemplify this behavior:
- Acoso físico: Initiating unwelcome physical contact, such as touching, groping, or sexual assault.
- Acoso verbal: Sending explicit messages, making sexual comments or jokes, or prying into someone’s personal life regarding their sexuality.
- Acoso visual: Exposing one’s genitals or engaging in sexual acts in the presence of others.
- Unwanted Sexual Advances: Making unsolicited sexual propositions or advances toward an individual.
- Acoso Quid Pro Quo: Requests for sexual favors in exchange for employment perks or under the threat of punitive measures.
- Mostrar material explícito: The presence of explicit images, videos, or materials within the workplace environment.
- Comentarios despectivos: Making disparaging comments or jokes about an individual’s sexual orientation, anatomy, or gender.
The presence of unwelcome conduct, regardless of the perpetrator’s intent, constitutes sexual harassment. Some cases may be clear and explicit, while others can be more subtle or nuanced, highlighting the need for clear communication about boundaries.
Proving Sexual Advances and Unwanted Sexual Harassment
Proving workplace harassment can feel like finding your way through a maze without directions, full of legal twists and emotional challenges. Knowing what evidence is strong and how to gather it is essential for navigating this difficult process:
- Maintain Written Records: Keep emails, text messages, memos, or notes documenting harassment as evidence.
- Seek Witness Statements: Gather statements from co-workers or other witnesses to support your claims.
- Recopilar evidencia física: Take photos, recordings, or screenshots of the harassing behavior.
- Document Dates and Times: Keep a timeline of incidents with specific details like dates, times, locations, and descriptions of harassment.
- Describir el impacto emocional: Record how the harassment has affected you emotionally, including feelings of distress, anxiety, or humiliation.
- Note Physical Impact: Document any physical symptoms or health issues caused by the harassment, such as sleep disturbances or headaches.
- Detail Professional Impact: Describe how the harassment has affected your work performance, including decreased productivity or changes in job responsibilities.
How to File a Sexual Harassment Lawsuit
Experiencing sexual harassment in the workplace can be deeply distressing, but it’s essential to take proactive steps to address the situation. By filing a claim, you not only prioritize your well-being but also contribute to preventing such misconduct from persisting.
However, you must first follow these steps:
- Documentación de incidentes: Meticulously document any instances of sexual harassment you experience or witness. Keep detailed records including dates, times, locations, descriptions of the behavior, and the names of witnesses. Documented evidence can include emails, text messages, memos, or any other relevant communications – see the above list for further guidance.
- Reporting to Employer: Follow your company’s specific procedures for reporting harassment. This may involve submitting a written complaint or speaking with a Human Resources representative designated to handle such matters.
- Filing a Complaint with the CRD or EEOC: If your employer fails to address the issue adequately, you have the option to file a formal complaint with the Departamento de Derechos Civiles de California (CRD) o el EEOC.
- Buscando Representación Legal:Nuestro equipo de Abogados laborales de California offers essential guidance on your rights and assists you in filing a complaint with the appropriate regulatory bodies or legal authorities. We provide comprehensive support and explore all legal options, including the possibility of pursuing a civil lawsuit against your employer, to ensure justice is served and your rights are protected.
Para obtener más información sobre cómo podemos ayudarlo, póngase en contacto con nosotros for a no-obligation and discreet conversation.
Qué esperar al contratar a Feher Law
Step 1 – Confidential Free Consultation
We listen to your experience with complete confidentiality, assess the strength of your claim, and explain your legal options – at no cost to you.
Paso 2 – Investigación de pruebas
Our team reviews your documentation, gathers emails, text messages, witness statements, and employer records para construir un caso convincente.
Step 3 – Filing Your Complaint
Nos encargamos de todas las presentaciones ante el Departamento de Derechos Civiles de California (CRD) or EEOC on your behalf – ensuring every deadline is met and your complaint is properly documented.
Paso 4 – Negociación y litigio
We pursue maximum compensation through settlement. If the employer refuses to settle fairly, Tom Feher ha participado en más de 40 juicios con jurado. – including a $2,700,000 verdict in Whipple vs. U.S. Metro – and will take your case to court.
Paso 5 – Resolución
You owe us nothing unless we win. Our Estructura de honorarios de contingencia means our success is directly tied to yours.
Wondering How Much Your Sexual Harassment Settlement Could Be Worth?
Calculadora de indemnización por acoso sexual can give you a clearer picture of what your claim might be worth. These tools consider a range of factors – like lost wages (back pay), future wages (front pay), missed promotions or raises, medical and therapy costs, job search or relocation expenses, and even legal fees and emotional distress – to estimate potential compensation.
While these calculators offer helpful estimates, your case is unique. For the most accurate evaluation and to maximize your settlement, schedule a free consultation with the experienced California sexual harassment attorneys at Feher Law.
Renuncia de responsabilidad:Los resultados de esta calculadora no constituyen asesoramiento legal y deben utilizarse únicamente con fines de estimación.
Why Should I Seek Help From a Sexual Harassment Law Firm?
When you choose an experienced sexual harassment attorney, you get someone to support and guide you a través del proceso legal.
Your lawyer can help you file complaints with the California Civil Rights Department (CRD) or EEOC and may help you take further legal steps against those responsible.
With expert legal help, you have a better chance of getting justice and compensation. Having Feher Law on your side means you can make sure those responsible are held accountable, all while safeguarding your career and well-being.
Report Sexual Harassment in the Right Timeframe
In California, the statute of limitations for filing a sexual harassment claim is typically three years from the date of the last incident. This means that an employee has up to three years from the most recent occurrence of sexual harassment to file a claim with the appropriate agency or court.
Even though this might feel like a long time, you should still act promptly if you believe you’ve been subjected to workplace sexual harassment. Waiting too long to take action may result in losing the opportunity to seek justice for the harassment you’ve endured.
This is especially the case since getting sufficient evidence together gets harder as time goes on.
What Can I Expect to Pay for an Experienced Sexual Harassment Lawyer?
We understand the financial strain that legal proceedings can impose, which is why we offer our legal services on a contingency fee basis for all employment law claims. This means that you won’t be required to pay any upfront costs or out-of-pocket expenses when you choose to work with us.
Under our contingency fee structure, our payment is contingent upon the successful resolution of your case. In other words, we only collect our fees if we secure compensation for you. This fee arrangement is designed to align our goals directly with yours, ensuring that we are fully invested in advocating for your rights and obtaining the justice and settlement you deserve.
By opting for a contingency fee arrangement, you can pursue your sexual harassment claim with peace of mind, knowing that you won’t incur any financial burden unless we achieve a positive outcome for you.
Serving the Entirety of CA
Expanding our reach, we extend our support to the victims of workplace sexual harassment across various locations. Our dedicated team is committed to providing compassionate legal guidance and advocacy to individuals facing sexual harassment at work beyond our primary location.
No matter where you are, we’re here to stand by your side and fight for your rights, including but not limited to:
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Contact Our Sexual Harassment Lawyers in California
Feher Law is here to help you navigate the legal process with compassion, expertise, and unwavering dedication. Our team of experienced sexual harassment lawyers understands the complexities of California law and is committed to advocating fiercely on your behalf.
By contacting us you are not just seeking legal representation – you are enlisting the support of a trusted ally who will stand by your side every step of the way. We are passionate about ensuring that justice is served, and we will work tirelessly to protect your rights and hold wrongdoers accountable for their actions.
Don’t let sexual harassment go unaddressed. Contáctanos today to schedule a free consultation and learn more about the conduct of a sexual nature claim.
Asentamientos recientes notables
Ejemplos de casos de California que Feher Law ha resuelto en nombre de sus clientes en esta área de práctica:
- $4 M – Despido injustificado – Acoso
- $ 360K – Despido injustificado – Acoso sexual y represalias
- $1.4 M – Despido injustificado
- $ 933K – Despido injustificado
Los resultados anteriores no garantizan resultados futuros. Cada caso se evalúa según sus circunstancias específicas conforme a la ley de California.
Calcula el valor de tu caso: Utilice nuestro gratis Calculadora de indemnización por acoso para obtener una estimación rápida de lo que podría valer su caso, o hable directamente con un abogado laboral de Torrance para una revisión personalizada.
Última revisión realizada por Thomas Feher, Esq. – marzo de 2026
We're Experts in Employment Law
We cover a diverse range of legal situations arising from the workplace, including:
California FEHA vs Federal Title VII: Sexual Harassment Law
California’s sexual harassment laws under FEHA are among the strongest in the nation, with key advantages over federal Title VII:
| Factor | FEHA de California | Título VII federal |
|---|---|---|
| umbral de tamaño del empleador | 1+ employees for harassment claims | Empleados de 15 + |
| Límite de daños | Sin gorra | $50,000-$300,000 cap by size |
| Estatuto de limitaciones: | 3 años para CRD | Entre 180 y 300 días para la EEOC |
| Estándar de entorno hostil | Grave o generalizado | Grave Y generalizado |
| Responsabilidad por personas que no son empleados | Yes – clients, vendors, contractors | No |
| Entrenamiento obligatorio | Se requiere para 5 o más empleados. | No se requiere |
| Liquidación media | $100 mil - $1 millón + | $50-$300 (con límite máximo) |
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- Más de 150 millones de dólares recuperados para los clientes.
- ¡Si no ganamos, no cobramos!
- Luchamos por la máxima compensación
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California Sexual Harassment Settlement Amounts
California sexual harassment settlements vary based on severity, employer size, and willfulness:
| Tipo de Caso | Asentamiento típico | Severo / Punitivo |
|---|---|---|
| Acoso verbal | $25,000 - $100,000 | $200,000 - $500,000 |
| Ambiente de Trabajo Hostil | $50,000 - $300,000 | $500,000 - $2,000,000 |
| Quid Pro Quo | $100,000 - $500,000 | $1,000,000 - $3,000,000 |
| Acoso físico / Agresión | $200,000 - $1,000,000 | $ 2,000,000 - $ 5,000,000 + |
| Despido injustificado + Acoso | $300,000 - $1,500,000 | $ 3,000,000 - $ 10,000,000 + |
Preguntas Frecuentes
Can I be retaliated against for reporting sexual harassment?
No, California law prohibits retaliation against employees who report or oppose sexual harassment in the workplace. If you experience repercussions after reporting harassment, you may have grounds for a separate retaliation claim.
What damages can I recover in a sexual harassment lawsuit?
You may be able to recover damages such as lost wages, emotional distress, punitive damages, and attorney's fees. The specific damages available will depend on the circumstances of your case.
Are there different types of sexual harassment recognized under California law?
Yes, California law recognizes two main types of sexual harassment: quid pro quo sexual harassment, where employment benefits are conditioned on submitting to sexual advances, and hostile work environment sexual harassment, where pervasive conduct creates a hostile or offensive work environment.
Can third parties, such as clients or vendors, be held liable for sexual harassment in the workplace?
Yes, under certain circumstances, third parties who engage in sexual harassment in the workplace can be held liable, particularly if the employer knew or should have known about the harassment and failed to take appropriate action to prevent it.
What is a hostile work environment sexual harassment claim?
A hostile work environment claim arises when unwelcome sexual conduct is so severe or pervasive that it creates an intimidating, hostile, or offensive work environment. Unlike quid pro quo harassment, a hostile environment does not require a threat or exchange - repeated sexual comments, jokes, or unwanted touching can all qualify under California law.
Does my employer have to know about the harassment for me to have a case?
No necesariamente. Under FEHA, employers can be held liable for sexual harassment even if they were unaware it was occurring - particularly when it involves a supervisor. For harassment by coworkers or third parties, liability typically requires that the employer knew or should have known and failed to take corrective action.