Irvine Workplace Harassment Lawyer
There is no place for bullying, hazing, or other forms of harassment in the workplace. Indeed, California’s Fair Employment and Housing Act (FEHA) classifies such conduct as illegal workplace discrimination. So if you have been harassed at work on the basis of a legally protected characteristic, such as race or gender, then you have the right to take legal action against your employer.
A skilled Irvine workplace harassment lawyer can review the specific facts of your situation and advise you on an appropriate course of action. At The Garza Firm, our legal team has a combined six decades of experience when it comes to handling harassment claims and other employment law matters. We fight for clients who have been wronged at work, and we can help you level the playing field in court when it comes to battling your current or former employer.
Have You Been the Victim of a Hostile Work Environment?
Workplace harassment is often conflated with sexual harassment. But sex is just one characteristic protected under FEHA and its federal counterpart, the Civil Rights Act of 1964. The truth is that illegal work harassment may be based on a number of protected characteristics and traits, including but not limited to:
- race and national origin;
- religion;
- sexual orientation, gender identity, and gender expression;
- age (if you are at least 40 years old);
- physical or mental disability;
- genetic information;
- marital status; and
- military or veteran status.
Workplace harassment itself is broadly classified as either “quid pro quo” or “hostile work environment.” In the case of quid pro quo harassment, an employer–usually a supervisor–demands a sexual favor in exchange for preferential treatment. In contrast, hostile work environment harassment covers a much broader range of bullying, hazing, and similar misconduct.
While most quid pro quo cases involve sexual harassment, a hostile work environment can involve any of the protected categories listed above. Defining a hostile work environment is a bit trickier as it can involve a single act or a pattern of conduct over a long period of time.
The difficulty is that not all individual acts of harassment rise to the level of a hostile work environment. The law requires proof that the harassment is either “severe” or “pervasive” enough to interfere with the employee’s ability to do their job. Keep in mind, harassment need not come only from a supervisor or manager. Harassment by co-workers or even customers or clients can create a hostile work environment if the employer fails to take any action to stop the harassment.
Contact The Garza Firm Today
If you have been the target of workplace harassment, you might not feel safe addressing the issue directly with your employer–especially if your boss is the source of the problem. That is why it is always a good idea to seek outside, independent advice from a skilled Irvine workplace harassment lawyer who is not beholden to your employer’s business interests. If you need to speak with someone, contact The Garza Firm today to schedule an initial consultation.
