Sexual harassment cases put victims under a significant amount of stress. These cases can grow even more complicated when they invoke quid pro quo. This kind of sexual harassment often puts the person who reports it in an uncomfortable position, especially if the accused opts to retaliate.
Fortunately, no one has to go into a quid pro quo sexual harassment case alone. Parties that want to sort out the requirements of a case can do so with help from a California sexual harassment attorney. The team with Blackstone Law Firm is on standby to manage negotiations or trials, depending on a client’s needs.
Understanding Quid Pro Quo
The term “quid pro quo” suggests an exchange. The use of this term in sexual harassment cases indicates that one person solicited sexual favors. In turn, the accused may have “rewarded” the giver with a job, finances, or some manner of bribe.
An exchange does not have to involve explicit action to fall under the category of quid pro quo sexual harassment. Rather, anyone who implies that another person can secure a job, a raise, a promotion, or even safety in exchange for sexual favors can be brought up on charges of quid pro quo sexual harassment.
California’s Expectations for Sexual Harassment Claims
California maintains a robust understanding of sexual harassment. The combination of Title VII of the Civil Rights Act and California’s Fair Employment and Housing Act allows the state to detail the behaviors that constitute sexual harassment. These include:
- Non-consenting physical contact
- Explicit conversations regarding sex or sexual topics
- Threats relating to sexual conduct
- Sexualized slurs
- Sexualized jokes and offers
- Quid pro quo offers involving sexual behavior
- Retaliation after sexual harassment complaints
California employees have the right to pursue a civil suit if they find themselves a victim of sexual harassment. California’s Bill AB-9 gives employees three years from the day their sexual harassment takes place to file a complaint with the Department of Fair Housing and Employment (DFHE).
Submitting a Sexual Harassment Claim
Parties that want to file quid pro quo sexual harassment claims need to describe their circumstances in a civil complaint. This complaint needs to include the following information if it wants to appear before a DFEH representative:
- The identity of the filer
- The identity of the party who allegedly engaged in sexual harassment
- The relationship between the filer and the allegedly liable party
- The nature of that sexual harassment
- The exchange offered to justify the sexual harassment
- Evidence of harm
- Correlation between the sexual harassment, the implied exchange, and that harm
No victim of sexual harassment needs to secure this information alone. Rather, injured parties can rely on a California employment law attorney to spearhead an investigation on their behalf. Injured parties can even have lawyers manage their communication with an allegedly liable party. By running interference, attorneys can protect their clients from further harm.
Discuss Sexual Harassment Claims with California Attorneys
Sexual harassment does more than make someone feel unsafe. It diminishes a person’s self-worth, compromises their professionalism, and makes the whole workplace less comfortable for everyone. Fortunately, victims of sexual harassment do not have to face another person’s behavior on their own.
Blackstone Law has won over $200 million for previous clients and offers free consultations to all parties interested in pursuing sexual harassment claims. To learn more about the work Blackstone Law sexual harassment attorneys can do, contact us at (310) 956-4054 or through the firm’s contact form.