$1500 Eviction Attorney for Landlords
UD - Unlawful Detainer Lawyer

EVICTION ATTORNEY
FOR LANDLORDS
Need Help EVICT Your
Tenant?
Toll Free 1(888) 759-1274
Available 7am to 7pm
36 LOCATIONS IN CALIFORNIA
Eviction
Bankruptcy
Criminal
Immigration
$100 Million+ Discharged
9800+ Happy Ch 7 Clients
800+ 5 Star Reviews
(Combined)
36 Convenient Locations
Start Your Case by Phone

Attorney Daniel J King

Education: UC Berkeley Undergraduate
Southwestern University School of Law

$100,000,000+

Discharged

20 9,800+
Years Experience Happy Ch 7 Clients
Toll Free 1(888) 759-1274
Available 7am to 7pm
36 LOCATIONS IN CALIFORNIA
20
Years Experience
9800+
Happy Ch 7 Clients
$100+ Million
Discharged
36 Locations
In California
EVICTION
Bankruptcy . Criminal
800+ 5 Stars
Combined Reviews
PHONE
Start your case by phone
UC BERKELEY
Undergraduate
SOUTHWESTERN
Law School
Toll Free 1(888) 759-1274
Available 7am to 7pm
36 LOCATIONS IN CALIFORNIA

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Toll Free 1(888) 759-1274
Available 7am to 7pm
36 LOCATIONS IN CALIFORNIA
20 9,800+
Years Experience Happy Ch 7 Clients

SEXUAL HARASSMENT

Sexual harassment consists of any unwanted conduct that is of a sexual nature. There are two basic categories of sexual harassment-quid pro quo and maintaining a hostile work environment.


Toll Free 1(888) 759-1274
Available 7 Days a Week 7am to 9pm
36 LOCATIONS IN CALIFORNIA

Quid Pro Quo

The most obvious type of sexual harassment occurs when a supervisor or coworker informs the individual that he/she may enjoy or receive an employment benefit provided the person dates the superior or coworker or engages in a sexual act or favor.

Hostile Work Environment

More prevalent is the hostile working environment where the individual is subjected to continual harassment. This may consist of the following acts:

  • Groping or grabbing
  • Sexual jokes
  • Intimidation
  • Posting obscene or sexual images
  • Sending offensive emails
  • Taunting
  • Making sexual requests
  • Constant requests for dates
  • Use of sexual slurs
  • Ridicule
  • Use of sexual language
  • Constant whistling or leering

Any of these acts must be such that a reasonable person under similar circumstances would consider them as offensive or consider the workplace as a hostile environment. Also, sexual harassment can occur to men or between members of the same sex.

Pattern of Behavior

Infrequent or isolated incidents that are sexually offensive are not enough. The claimant must demonstrate that the incidents are common and occur often enough so that he/she finds it difficult to work.

Filing a Claim

Any person who finds the conduct offensive and the work environment hostile may file a claim, not only the intended victim. You need not prove that you were denied a promotion or were fired because you refused to comply with the aggressor’s demands. You also need not show that any employment opportunity was denied or that there was any loss of benefits or pay.

All employers must provide a safe working environment and one free from sexual harassment, which includes establishing policies and practices to educate and train employees and must take immediate and appropriate action to stop any harassment once informed.

Notice Requirements and Filing

A victim should contact his/her supervisor, human resources department, or a person designated to receive sexual harassment complaints. Under California law, if a supervisor is the harasser, the employer is strictly liable so that the victim needs only to prove his/her damages. If by a coworker, the employer is obligated to investigate the complaint once notified and to remedy the situation.

If there is no satisfactory resolution, the claimant may file a claim with the California Department of Fair Employment and Housing within one year of the harassment. If an investigation uncovers evidence of harassment, a formal accusation may be made and a hearing held or a lawsuit filed by the Department.

Remedies

Remedies may include up to $150,000 in fines and damages to the victim for emotional distress from the employer and harasser. If the victim was subject to an adverse employment act such as a demotion or was forced to quit as “constructive discharge,” he/she could be reinstated, promoted, or receive back pay and the employer required to implement changes in policy or practices.

If the commission dismisses the complaint, it will issue a right-to-sue letter and the claimant may bring a civil lawsuit against the employer and harasser.


Toll Free 1(888) 759-1274
Available 7am to 7pm
36 LOCATIONS IN CALIFORNIA

20
Years Experience
9,800+
Happy Ch 7 Clients
EVICTION
Bankruptcy . Criminal
36 Locations
In California
800+ 5 Stars
Combined Reviews
PHONE
Start your case by phone
$100 Million
Discharged
Daniel J King, Esq.
Managing Attorney/Owner
UC BERKELEY
Undergraduate
SOUTHWESTERN
Law School
Toll Free 1(888) 759-1274
Available 9am to 7pm

Attorney Daniel J King

Education: UC Berkeley Undergraduate
Southwestern University School of Law

$100,000,000+

Discharged

20 9,800
Years Experience Happy Ch 7 Clients
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The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information on this website is not intended to create, and receipt or viewing of this information does not constitute, an attorney-client relationship.

LOCATION DISCLAIMER: The Attorney Group has a main office in Anaheim Hills, California. All other addresses are local offices available on an advanced appointment basis for meetings and depositions.