Sexual Harassment – Quid Pro Quo
When an employer hires an employee, the employee can expect her pay to be based on experience. The employee can also expect any promotions and bonuses to be based on merits and performance. But the employee should not expect her job or any job benefit to be based on accepting sexual advances or conduct from her boss. This is called quid pro sexual harassment, and it is illegal. Yash Law Group can help employees who have been victimized by sexual harassment seek justice against employers in California. Contact our labor lawyer today and learn more about your legal options.Skilled Law Group Is Committed To Assisting Workers In California Who Have Been Mistreated Based On Sex Or Gender
It is no secret that employees are in a lower bargaining position with their employer. The employer decides whether to hire the employee, what to pay the employee, whether to give the employee a raise, and whether to keep the employee with the company. A supervisor or boss can often take advantage of that position by harassing the employee.
One type of sexual harassment is quid pro quo sexual harassment. In a quid pro quo sexual harassment claim, the employee has to prove that the alleged harasser made unwanted sexual advances to the employee or engaged in other unwanted conduct that was sexual nature. It is not always easy to find direct evidence or proof of the harasser promising a job in exchange for sex. When Yash Law Group represents an employee in a sexual harassment lawsuit, we conduct an investigation into evidence to support to harassment claims, such as emails between employees or witnesses with knowledge about the harasser's true motives that may prove quid pro quo harassment.
Quid pro quo sexual harassment is not limited to hiring or firing an employee who does not accept the supervisor's sexual advances. It can also arise with respect to any terms of employment, job benefits, or favorable working conditions. This could mean a worker in Brea losing a promotion, bonus, raise, or training that was promised.
Reporting and documenting sexual harassment at the workplace are important in fighting sexual harassment cases. An employer's handbook or manual should contain rules or procedures for an employee to report harassment at the workplace. It is against the law for the employer to retaliate against the employee for reporting sexual harassment or rejecting sexual advances.Santa Ana Employment Lawyer Can Help Recover For Sexual Harassment
An employee who is harassed or assaulted at work can, through no fault of her own, suffer a loss of dignity. A civil case can help provide some relief to the employee. The relief may include money damages, such as back wages for the wages lost as a result of a wrongful termination. It can also include emotional and mental distress damages. In cases involving sexual harassment, an employer can also be subject to punitive damages. Punitive damages are designed to punish the employer and deter future bad conduct. For emotional and mental distress damages and punitive damages, there is no fixed standard for establishing how much in damages to award to an employee. An experienced trial lawyer can present evidence to a jury to show that damages are warranted and the amount of damages that the employee should receive.
If you have been discriminated or harassed at work, Orange County employment lawyer Yashdeep "Jesse" Singh can help. He has helped employees all over California with obtaining justice and financial compensation. Contact us by phone or email to set up a free consultation.