Los Angeles Sexual Harassment Lawyers
Making Hostile Workplaces Safe through Aggressive Advocacy
Feldman Browne Olivares is widely recognized as one of the top sexual harassment law firms in California. We have been at the forefront of the #MeToo movement since it began; we are panel counsel for #TimesUp and the Women in Film sexual harassment helpline and have recovered more than $70,000,000 for #MeToo victims in the last few years alone. Let our team help you protect yourself against these egregious acts.
We Are Not Intimidated by Sizeable Companies
Feldman Browne Olivares has successfully taken on and brought down some of the biggest companies and the most powerful individuals in Hollywood and California. We have extensive experience not only litigating sexual harassment claims, but also settling such claims privately and confidentially for maximum value prior to filing suit. We have successfully resolved #MeToo claims against Multinational conglomerates, Fortune 100 companies, prominent and powerful Hollywood producers, actors, talent agents, movie studios, networks and sports and entertainment personalities, recovering tens of millions of dollars for our clients.
Sexual harassment is a form of gender discrimination.
There are three theories under which an employee may recover for sexual harassment:
- Quid pro quo harassment: occurs when any employee offers any job benefit or threatens any job detriment in exchange for sexual favors. Any time an employee promises—either expressly or impliedly—that career advancement may be linked to dating or sex, the law has been violated.
- Hostile or abusive work environment: When a workplace is permeated with discriminatory intimidation, ridicule, and insult that is sufficiently severe or pervasive to alter the conditions of employment, employees may sue for sexual harassment. The harasser need not be of a different gender than the victim, and the victim need not prove that the harasser was motivated by sexual attraction.
- Paramour Favoritism: If you are not personally propositioned for sex, but your work environment is made hostile and offensive by severe or pervasive sexual favoritism towards other women who engage in sexual affairs with executives, and receive raises and promotions because of it, you will have a claim for sexual harassment under a paramour favoritism theory.
When Is the Company Liable?
In cases where a non-supervisor is accused of sexual harassment, the Company is only liable if it knew of the harassment or should have known. However, if a supervisor perpetrates the sexual harassment the company is automatically liable for the harm caused.
If no supervisor or manager engaged in the sexual harassment, you should try to show that the employer:
- Knew or should have known of the harassment by demonstrating that it was so pervasive, i.e., frequent, that the company had to know
- Knew that the harasser had committed similar offenses previously
- Had previously been alerted about the harasser, specifically through a complaint to a supervisor
A workplace is considered hostile when there are:
- Numerous sexual or sexist comments
- Negative stereotypes about the victim’s gender
- Sexual jokes
- Lewd remarks or insults directed at one sex but not the other
- Any form of hostility or abusive conduct directed at women but not men
- Negative personnel decisions (poor reviews or discipline) that send a hostile message based on gender