Enforcing Employer’s Workplace ObligationsReasonable workplace accommodations must be made so sexual harassment and other forms of inappropriate behavior are curbed. These obligations include posting California FEHA posters, or making materials available to employees so a clear understanding that no such activity will be tolerated. If classes or videos are deemed appropriate, they should be made available. Finally, an employer must have some means of reporting violations that will prevent perpetrators from taking retaliatory action. So, what if employers fail to comply? What can a Riverside sexual harassment attorney do for my situation? Rager & Yoon – Employment Lawyers handles all sexual harassment claims arising from:
- Retaliation for reporting sexual harassment, regardless if involved or witnessing activities
- Employers requesting sexual favors in exchange for extra pay, benefits or gifts
- Propositioning someone to act sexually, even in an unintentional or joking manner
- Grabbing genitals or making other sexual signals, signs even showing pictures of sex acts
- Threatening to act, or acting, in a manner that confines movement. This can bring both civil and criminal charges, depending on the extent of confinement or circumstances surrounding it
- Not being hired because of refusal to perform oral copulation or similar physical acts
- Intimidating victims into not discussing sexual acts performed on them unwillingly. Again, this could have criminal implications.