Two forms, both illegal
Quid pro quo: job benefits tied to sexual demands. Hostile work environment: conduct severe or pervasive enough to make work abusive. A single serious incident can qualify. In California, employers are strictly liable for harassment by supervisors.
Your employer had duties before this and after
California requires harassment prevention training and effective complaint procedures. When you reported it, the company owed you a prompt, fair investigation and real corrective action. Cover-ups, slow-walking, and punishing the reporter multiply the case value.
You control the process
We move at your pace, protect your privacy where the law allows, and prepare every case as if it will be tried, because harassers and the companies that shield them settle for real numbers only under real pressure.
Questions we hear
I never reported it to HR. Do I still have a case?
Often yes, especially for supervisor harassment where the employer is strictly liable. Fear of retaliation is common and courts understand it.
It's my word against his. Can that win?
Credibility cases win regularly. Patterns, contemporaneous texts to friends, therapy records, and other victims who come forward in discovery all corroborate.
Will everyone find out?
Litigation has public aspects, but many cases resolve confidentially, and we discuss privacy strategy with you from the first call.