Sexual Harassment Claims Litigation
Sexual harassment claims in the workplace carry serious legal consequences under both California FEHA and federal Title VII. A well-documented, timely response is critical. NewPoint Law Group’s Roseville litigation attorneys counsel employers through investigations, administrative proceedings, and litigation — helping protect your business while ensuring legally compliant and dignified handling of these sensitive matters.
Sexual Harassment Claims Litigation | Employment Attorneys in Roseville, CA
Sexual Harassment Under California Law
Sexual harassment is a form of unlawful sex discrimination under both California’s Fair Employment and Housing Act (FEHA) and federal Title VII of the Civil Rights Act of 1964. California law recognizes two primary categories of sexual harassment: quid pro quo harassment, in which submission to sexual conduct is made an explicit or implicit condition of employment or employment benefit, and hostile work environment harassment, in which severe or pervasive conduct based on sex creates an abusive or intimidating work environment.
California applies a broader standard than federal law. Harassment need not be “severe and pervasive” under FEHA — a single incident of sufficiently severe conduct may be actionable. Employers must take all reasonable steps to prevent and correct harassment.
Employer Liability and the Duty to Investigate
California employers are strictly liable for harassment by supervisors and may be liable for harassment by non-supervisory employees if the employer knew or should have known of the harassment and failed to take immediate and appropriate corrective action. A prompt, thorough, and impartial workplace investigation is not only legally important — it is a practical defense. Employers that fail to investigate adequately face heightened liability exposure.
Mandatory Harassment Prevention Training in California
California requires employers with five or more employees to provide sexual harassment prevention training: two hours for supervisors and one hour for non-supervisory employees, every two years. SB 1343 expanded these requirements significantly. Maintaining documentation of completed training is essential in defending against harassment claims and demonstrating the employer’s commitment to a harassment-free workplace.
Defending Your Business Against Sexual Harassment Claims
When a sexual harassment complaint is filed, NewPoint Law Group’s employment attorneys help employers conduct defensible investigations, respond to CRD and EEOC charges, evaluate settlement and litigation options, and manage court proceedings through resolution. We provide confidential, professional guidance designed to protect your organization while respecting the seriousness of these allegations.