Workplace harassment erodes trust and team spirit, potentially leading to anxiety, diminished performance, and high turnover. In a vibrant city like Long Beach—home to industries ranging from tourism and shipping to healthcare and education—employees should feel secure and respected. California law forbids harassment based on protected traits or in retaliation for opposing illegal practices. By understanding how harassment is defined and what steps to take, you can help create or restore a healthier environment.

What Is Workplace Harassment?

Harassment refers to unwelcome conduct that is severe or pervasive enough to make your working conditions intimidating, hostile, or abusive. This behavior often targets a protected characteristic, such as:

• Race or Ethnicity
• Gender or Sexual Orientation
• Religion or Creed
• Disability or Medical Condition
• Age (40+)
• National Origin

It’s not restricted to overt aggression; subtle, continuous remarks or microaggressions can rise to the level of illegality if they accumulate over time.

Examples of Harassment

1. Verbal Abuse: Slurs, jokes, or derogatory remarks aimed at a protected group.
2. Physical Intimidation: Unwanted touching, blocking someone’s path, or threatening gestures.
3. Visual Harassment: Distributing offensive or graphic materials, whether online or posted in common areas.
4. Technological Misuse: Sending harassing emails or messages through workplace chat platforms.

It can come from supervisors, co-workers, or even non-employees (such as vendors or customers) if it affects your workplace conditions.

Employer Obligations

Under California’s Fair Employment and Housing Act (FEHA):

• Anti-Harassment Policies: Employers are expected to maintain and communicate a clear policy.
• Training: Larger companies generally must provide regular harassment prevention training to supervisors and often to employees.
• Prompt Investigations: Once notified, management or HR should investigate the complaint promptly, taking corrective action if warranted.
• No Retaliation: Firing, demoting, or punishing workers for reporting harassment or participating in investigations is prohibited.

Failing to address known harassment can make the employer liable for the resulting hostile work environment.

Filing a Complaint

1. Internal Reporting
   • Consult your Employee Handbook or official policy for instructions on lodging a complaint.
   • Document interactions with HR or any manager overseeing the situation.
2. External Avenues
   • The California Civil Rights Department (CRD) handles state-level harassment claims.
   • The U.S. Equal Employment Opportunity Commission (EEOC) steps in for certain federal claims (employers with 15+ employees).
3. Gather Evidence
   • Keep logs of dates, times, specific comments, and any witnesses.
   • Save relevant emails, texts, or images to support your claim.

Timely reporting ensures better memory recall from witnesses and helps prevent harassers from escalating their behavior.

Potential Outcomes

• Stopping the Harassment: Employers may warn, discipline, or terminate the harasser.
• Monetary Compensation: You could receive damages for emotional distress or lost wages if you were forced to quit or faced reduced hours.
• Policy Overhauls: Employers might adopt stronger policies or training programs, which benefit everyone in the workplace.

The overarching aim is to rectify the situation and prevent future misconduct.

Helpful References

1. California Civil Rights Department (CRD) – Provides instructions and forms for filing a harassment complaint.
2. U.S. Equal Employment Opportunity Commission (EEOC) – Enforces federal laws on workplace discrimination and harassment.
3. California Department of Industrial Relations (DIR) – General resource on labor standards that might overlap with harassment matters.

Common Questions

1. Does personality conflict count as harassment?
   Typically, no—harassment usually involves targeting protected traits. Simple interpersonal disputes not tied to bias may not meet the legal definition.
2. What if the harassment occurs outside work hours but among co-workers?
   If the conduct creates a hostile work environment (e.g., repeated texts, harassment at work-related social events), it may still be actionable.
3. Can I quit immediately if the harassment is severe?
   You can, but consult an advisor first. Leaving abruptly can affect unemployment benefits and other factors. If the environment is intolerable, you may have grounds for a constructive discharge claim, but it’s wise to document everything.

Moving Toward a Respectful Workplace

Addressing workplace harassment can feel daunting, especially if the harasser holds a supervisory role. Yet, California law empowers you to speak up. Through clear documentation, timely reporting, and professional guidance, you can support your right—and your colleagues’ right—to a harassment-free environment.

If you’re experiencing workplace harassment in Long Beach, contact My Labor Rights. We’ll advise you on potential next steps to resolve the situation and protect your well-being at work.

Disclaimer: This content is intended for informational purposes only and does not constitute legal advice. For guidance on your specific situation, please consult an attorney.