Sexual harassment creates a toxic environment that can damage your confidence, emotional well-being, and career trajectory. In Long Beach, employees have the right to a workspace where inappropriate advances, suggestive remarks, or coercive behavior are not tolerated. Understanding what constitutes sexual harassment—and knowing how to respond—are crucial steps in safeguarding your dignity on the job.

Defining Sexual Harassment

Under California law, sexual harassment generally falls into two categories:

1. Quid Pro Quo
   • Occurs when a job benefit (promotion, pay raise, continued employment) is conditioned on sexual favors or romantic submission.
   • A supervisor might imply that you’ll only keep your position if you go on dates with them.
2. Hostile Work Environment
   • Involves unwelcome behavior so severe or pervasive that it creates an intimidating or offensive atmosphere.
   • May include frequent sexual jokes, comments about your appearance, unwanted touching, or explicit messages.

In both scenarios, the conduct must be unwelcome, and it must significantly affect your ability to perform your job or feel comfortable in the workplace.

Examples of Sexual Harassment

1. Repeated Comments or “Compliments”
   Remarks about your body or appearance that you find unwarranted or humiliating—especially if they persist after you ask the person to stop.
2. Physical Advances
   Co-workers or superiors who frequently invade your personal space, insist on hugging, or engage in other unwanted touching.
3. Visual Harassment
   Displaying graphic or explicit materials in common areas, such as suggestive calendars or pornographic content on workplace computers.
4. Digital Harassment
   Sending texts, emails, or direct messages with sexual undertones or attachments.

Even “offhand” comments can accumulate into a hostile environment if they happen often and target you personally.

Your Rights and Employer Responsibilities

In California:

• Employers must undertake proactive measures—like regular anti-harassment training and policies—to prevent sexual harassment.
• Zero-Tolerance Policy: Many workplaces maintain rules that any reported harassment be investigated promptly and resolved decisively.
• No Retaliation: It’s unlawful to punish someone for filing a complaint or testifying about sexual harassment.

Failing to address harassment complaints can make employers liable, especially if they knew or should have known about the behavior but did nothing.

Steps to Take If You’re Harassed

1. Document Everything
   Note dates, times, places, what was said or done, and any witnesses. Preserve emails or messages that reveal harassment.
2. Report Internally
   • Inform HR or a supervisor you trust.
   • Follow your company’s procedures for filing complaints, if available.
3. Seek External Help
   • Contact the California Civil Rights Department (CRD) if internal efforts fail.
   • The U.S. Equal Employment Opportunity Commission (EEOC) also investigates sexual harassment claims under federal law.
4. Consult Professional Guidance
   If the harassment continues or your employer retaliates against you for complaining, speaking with an advocacy group or legal professional can clarify your options.

Acting promptly can help you ensure evidence is fresh and that you meet any filing deadlines.

Potential Outcomes

If an investigation substantiates your complaint, possible remedies may include:

• Stopping the Harassment: Your employer must take corrective actions—warning, transferring, or firing the harasser if necessary.
• Monetary Damages: You could receive compensation for emotional distress, lost wages, or other financial harms.
• Policy Changes: The organization might introduce or strengthen anti-harassment training or policies to prevent future issues.

The goal is to restore a safe, respectful environment and to make you “whole” again if you suffered losses.

Authoritative References

1. California Civil Rights Department (CRD) – Oversees harassment and discrimination complaints in California.
2. U.S. Equal Employment Opportunity Commission (EEOC) – Enforces federal laws against workplace harassment.
3. California Department of Industrial Relations (DIR) – Offers broader labor information that may intersect with harassment cases.

Frequently Asked Questions

1. Is a one-time incident enough to claim sexual harassment?
   In some cases, yes. If the incident is particularly severe—such as an assault or explicit demand for sexual favors—it can create a hostile environment on its own. Usually, though, harassment is a pattern of behavior.
2. What if the harasser doesn’t work for my employer (e.g., a vendor or client)?
   Your employer still has an obligation to address the situation if it impacts your workplace environment. This can involve limiting the harasser’s access or adopting protocols to protect you.
3. Do I have to exhaust my company’s complaint procedure before filing externally?
   In many instances, yes, employers may require you to go through HR first. But if you fear retaliation or feel the company will do nothing, you can escalate to CRD or EEOC.

Upholding a Harassment-Free Workplace

Sexual harassment can disrupt your life both on and off the job. By speaking up, you not only protect yourself but also contribute to a healthier culture for all employees. California’s laws empower you to address the issue without being subjected to retaliation.

If you experience sexual harassment in Long Beach, contact My Labor Rights. We’ll explain your legal protections and help you take the steps needed to restore respect in your workplace.

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.