Sexual Harassment – Quid Pro Quo

Sexual Harassment Quid Pro Quo

KT (female) was hired by her boss because he was attracted to her.  Once she started, her boss/owner offered her work benefits and perks if she would have sex with him.  The work benefits offered included an expense account and other perks. 

KT tried to end the sexual relationship on several occasions, but he did not allow it to stop.  KT finally had enough and told her boss she was no longer going to engage in sex with him. In a matter of days, she was fired under false pretenses. 

Basically, the manager no longer wanted her around at work now that there wouldn’t be any more sex. 

This was a case not only about sexual misconduct, but about abuse of power in the workplace. Being offered a job opportunity and/or work benefits in exchange for submitting to sexual advances is called quid pro quo harassment and is prohibited by law.

We helped KT get much needed justice and some comfort after these traumatic workplace events.

If you have suffered sexual harassment or assault in your workplace, our firm can get you justice too. Give us a call at 310-400-5891 for your free intake.

Learn more about Sexual Harassment in California.

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Sexual Harassment – Hostile Work Environment – Same Sex

Sexual Harassment - Same Sex

JT (male) was a manager who was sexually harassed and assaulted by his male boss at work.

JT’s supervisor would grab and spank JT’s buttocks, twist his nipples, make sexually inappropriate comments, and send explicit text messages to JT.

Despite JT’s continual protests, the boss would not stop his unwelcome conduct.  The company had no Human Resources or any higher up management, so JT had no one else to complain to.   Thus, he was forced to quit despite having to support a family of 5.  This caused JT serious economic turmoil and caused him immense emotional distress.

This was a case not only about sexual misconduct, but about abuse of power in the workplace.  Same sex sexual harassment is prohibited by law.  Moreover, the law on sexual harassment does not require the motive be sexual desire.

We helped JT get justice.

If you have suffered sexual harassment in your workplace or have been retaliated against, our firm may be able to get you justice too. Give us a call at 310-400-5891 for your free intake.

Learn more about Sexual Harassment in California.

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Sexual Harassment – Hostile Work Environment – Abuse of Power

Sexual Harassment - Abuse of Power

Katy worked for her employer for many years. During the later portion of her employment, two supervisors sexually harassed her on multiple occasions.

The harassment included repeated and unwelcome inappropriate sexual touching, conduct, advances, and comments.

The company’s HR knew these supervisors’ had past complaints of sexual harassment, yet refused to take the necessary action. The harassment and the company’s refusal to stop the harassment—even after Katy complained—adversely affected Katy’s ability to do her job.

Katy was forced to quit when HR told her to just handle it herself.  As a result of the recurrent harassment and job loss, Katy endured emotional distress and lost wages.

This was a case not only about sexual misconduct, but about abuse of power in the workplace and callous Human Resources.  Sexual harassment in a work environment is prohibited by law.  

We helped Katy get justice and our firm may be able to get you justice too.

If you have suffered sexual harassment at work give us a call at 310-400-5891 for your free intake.

Learn more about Sexual Harassment in California.

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Sexual Harassment – Hostile Work Environment – Unwanted Attention

Sexual Harassment - Unwanted Attention

CC—a teenager—was forced to endure constant and severe sexual harassment and assaults by a co-worker. Early on, CC reported the co-worker pressing his crotch against her buttocks to the General Manager, but she laughed it off.  And the sexual harassment continued in plain sight of everyone.

The sexual harassment included the harasser rubbing his crotch against CC’s buttocks, making sexual comments, blowing kisses, winking, and staring at her body for long periods of time.  

On top of this, CC was sexually assaulted twice.  Both times she was grabbed from behind.  On one occasion he touched her vagina and on the other he grabbed her breasts with both hands.  

The company did nothing to prevent or stop his unwelcome conduct and assaults—forcing CC to quit. As a result of the recurrent sexual harassment, CC endured severe emotional distress.

Sexual harassment in the workplace is illegal—whether from supervisor, co-worker, or even a customer/vendor.  

If you have suffered sexual harassment or assault in your workplace, our firm can help get you justice. Give us a call at 310-400-5891 for your free intake.

Learn more about Sexual Harassment in California.

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Sexual Harassment – Hostile Work Environment – Assault

Sexual Harassment - Assault

RE was a very young woman who was subjected to sexual assault and harassment from her supervisor during her employment, culminating in her being raped at work.  

RE’s supervisor had sexually harassed her and others at the company. Everyone was aware that he was a pervert who would touch and make passes at all the young female employees.  

Prior to the rape, numerous other employees were sexually harassed by the supervisor.  At least two managers were aware of past sexual harassment and did nothing.

Two months before the rape, the police were called to the worksite to investigate a criminal complaint regarding the supervisor’s groping of another employee. Even after this, the company did nothing to stop this serial sexual harasser.  

The sexual assault caused RE immense emotional distress.  We handled RE’s case with respect and resolve.  She finally received some comfort when we helped her get much needed justice.

If you have suffered sexual harassment or assault in your workplace, our firm can get you justice too. Give us a call at 310-400-5891 for your free intake.

Learn more about Sexual Harassment in California.

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6 Tips to Find the Best Employment Attorney

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Sexually Harassed At Work? Here’s What To Do.

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Steve Wynn Accused of Sexual Harassment/Misconduct & Resigns from RNC Position

Though Steve Wynn is an American real estate mogul and art collector, he might be best known for his Las Vegas casino contributions. He has created some of the most famous hotels/casinos in Sin City including The Mirage, Treasure Island, Bellagio, and the Wynn and is worth an estimated $3.5 billion. And until a few days ago, he also happened to be the Republican National Committee Finance Chairman.  He resigned from this position after the sexual harassment allegations below came out by dozens of people over three decades.

Here is what we know about the allegations:

1/ Wynn allegedly pressured his employees to frequently perform sex acts. The abuse was so well known, that sometimes his employees would make fake appointments for their colleagues to protect them from being alone with him.

2/ Wynn paid out a $7.5 million settlement to his manicurist after he allegedly pressured her to lie on a massage table and have sex with him. She told Wynn she didn’t want to have sex because she was married but he persisted. 

3/ Wynn would expose his genitals during massage sessions and ask the women massaging him to “touch him.” 

4/ At times, Wynn would make sexual requests in a small space occupied by one or more of his German Shepards, a move that intimidated women into cooperation. 

Current GOP candidates are desperately trying to distance themselves from Wynn by redirecting his contributions to charitable organizations. Wynn denies the accusations, however, calling them preposterous. Instead, he believes his ex-wife, Elaine Wynn, may have something to do with it. 

What do you think of these latest sexual harassment allegations? 

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LA Times Publisher Under Investigation for Sexual Harassment

Publisher for The LA Times, Ross Levinsohn, is currently under investigation for past sexual harassment that resulted in two settlements. In addition, Levinsohn is being accused of displaying inappropriate behavior at work and creating a hostile work environment. Following NPR’s investigation, the Times’ parent company, Tronc, publicized that it will also be launching an investigation against him.

Levinsohn, who has been referred to as a digital media pioneer, has held top management positions at companies such as Yahoo and Fox. He’s held the position of publisher at the LA Times since August 2017. Here’s what we know about the allegations: 

1/ Levinsohn once forcefully kissed and rubbed up against a woman at an industry party despite being married.

2/ Levinsohn admitted, on record, that while he was employed at Alta Vista, he rated his female colleagues according to their attractiveness.

3/ Levinsohn once left a Hollywood Reporter-sponsored fashion event because he felt uncomfortable around all the gay men. He also used the slur “fags” when referring to homosexuals. 

Twelve LA Times’ editors have released a statement pledging their concern that Levinson’s inappropriate behavior might jeopardize the integrity of the 136-year publication. If the accusations are proven true, they don’t want him leading the organization.

While the investigation continues, Levinsohn has agreed to take a leave of absence from his role as trustee at the American University. 

Do you believe the only reason this story came out was because of the #metoo movement?

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Big Employment Defense Law Firm Ogletree Deakins Sued in $300M Class Action for Gender Discrimination by Current Partner

Dawn Knepper, a female lawyer, is suing Ogletree Deakins for gender discrimination in a class action on behalf of female partners. The class action complaint seeking $300 million alleges female partners make less than similarly situated male partners.  Though she asked to be paid the same amount as her male cohort with equivalent experience when she transferred to the firm’s Orange County office in 2012, she says her requests were not taken seriously.  Knepper alleges Ogletree paid her about $100,000 less than her male counterpart with similar experience and business. Here is what we know about the allegations: 

1/ The firm’s management is dominated by males, many of whom hold superior roles. 

2/ Knepper alleges that the male-dominated work culture “ marginalizes, demeans and undervalues women.”

3/ Though Ogletree Deakins claims to be an equal opportunity employer, Knepper alleges that 80 percent of the equity partners are men. 

4/ Though Knepper brought up the fact that she was underpaid in every shareholder compensation interview, her compensation was not increased. She also submitted unsuccessful follow-up appeals. 

5/ Knepper alleges that a male cohort prevented her from attending a business conference and speaking at a seminar, experiences that could have furthered her career. 

Though there are more female law school graduates, women tend to only make up 35 percent of employed lawyers at firms. Studies also show that female partners at big law firms earn an average of $300,000 less than male partners at such big firms.  

What do you think of these claims?  Is it really possible to do an apples to apples comparison for big law firm partners when so much of their compensation is based on business and not experience?

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