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Manager-Employee Sexual Harassment

One of the most common types of harassment is that by an employer or manager against an employee. Persons in positions of power may take advantage of job applicants or employees, using their respected status within the company to treat employees unfairly. Manager-employee harassment may be sexual or based on a protected characteristic, such as gender, race, or age. Any action or behavior from a manager that creates an intimidating, abusive, or hostile work environment for an employee is harassment. For help with these cases, trust sexual harassment attorneys in California at Winer, Burritt & Scott, LLP.

Examples of Manager-Employee Harassment in the Workplace

Every day, hundreds of workers face harassment and discrimination in the workplace. Despite federal and state laws that make these actions illegal, employers and employees engage in actions and behaviors that victimize others. According to the Equal Employment Opportunity Commission (EEOC), manager “harassment” is any unwelcome conduct from a person in a higher position to an employee based on the employee’s sex, gender, race, color, religion, or disability. To constitute harassment, the conduct must be pervasive or severe enough to create an intimidating or hostile workplace. Examples of this conduct include:

  • A supervisor requesting sexual favors in return for promotions, raises, or employment opportunities
  • An administrator sexually harassing an employee (including unwelcome sexual advances, touching, grabbing, slapping, or pinching)
  • An employer only hiring women or only hiring men
  • An employer discriminating against a job applicant for some characteristic
  • A manager participating in unwelcome or offensive conduct
  • A manager teasing an employee about a protected characteristic, such as a disability
  • An employer making crude or offensive jokes or nicknames for employees
  • A manager docking an employee’s pay or terminating the employee in retaliation for reporting sexual harassment or discrimination

There are several examples of manager-employee harassment. Whether a manager knowingly or unwittingly creates a hostile work environment, it’s up to the victim to speak out. If your boss, manager, employer, CEO, or owner of the company did anything that made your workplace feel intimidating, threatening, abusive, or otherwise hostile, there are steps you can take to resolve the problem and hold the harasser accountable for his or her actions.

What to do if a Manager Is Harassing You in the Workplace

Once you ascertain that your manager’s actions constitute “harassment” under the terms of federal or state laws, take steps to protect yourself and your rights. Speak to an employment law attorney in California as soon as possible and seek advice throughout this process. An attorney can help you understand your options and file claims with your employer, the EEOC, and/or the civil courts. California sexual harassment attorneys At Winer, Burritt & Scott, LLP, we operate on a contingency-fee basis. That means you won’t pay us anything unless we win a settlement or verdict on your behalf. You have nothing to lose in having a conversation with us and potentially a lot to gain – including your freedom to feel at ease and respected at your job.

Many manager-employee harassment cases don’t need to go to trial. An internal complaint often leads to dispute resolution via your employer. If, however, your employer fails to address the situation or retaliates against you for filing the complaint, hire an attorney. You should also hire a lawyer if your harassment case led to damages such as loss of pay, missed time at work, or emotional harms. In these scenarios, a civil lawsuit may be your best opportunity to recover for your economic and non-economic injuries.

Winer, Burritt & Scott, LLP have the resources and experiences to handle any type of workplace harassment case. To speak with us during a free initial consultation, call (510) 433-1000 or contact our firm online. We’ll get back to you right away concerning your potential case.

**We do not represent perpetrators of sexual harassment or those who are accused of sexually harassing behavior.

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