Los Angeles Workplace Harassment Lawyers

Treating someone poorly at work is not always illegal. For treatment in the workplace to cross the distinction of becoming unlawful, it must violate existing employment laws that protect certain classes from workplace harassment. Unlawful workplace harassment is typically done when someone within an organization harasses an employee based on the victim’s features or qualities like race, ethnicity, place of origin, gender, sexual preference, or familial status. On the other hand, non-discriminatory workplace harassment, can create a hostile workplace which you can build a case around if your employer fails to provide a safe work environment. If you have been victim to workplace harassment, in any form, it is important to talk to an experienced workplace harassment lawyer to discuss how to protect your rights.

Workplace Harassment Representation: Restoring Your Right to a Safe Workplace

At Mesriani Law Group, we believe that every individual deserves a professional environment free from abuse, prejudice, and intimidation. If you are a victim of workplace harassment, our experienced legal team is dedicated to ensuring your voice is heard and your rights are protected.

If you are facing harassment, call us at (310) 826-6300 for a free, confidential consultation.

What is Workplace Harassment?

Under California’s Fair Employment and Housing Act (FEHA), harassment generally falls into two categories:

1. Quid Pro Quo: When a supervisor or person in authority offers job benefits (such as a promotion or raise) in exchange for sexual favors.

2. Hostile Work Environment: When discriminatory conduct is so severe or pervasive that it creates an intimidating, oppressive, or abusive atmosphere.

Harassment is often based on “protected classes,” including race, religion, nation of origin, sex, gender, sexual orientation, age, disability, or medical status. These protections extend not just to employees, but also to job applicants, unpaid interns, volunteers, and independent contractors.

Yes. Harassment and the creation of a hostile work environment are prohibited by several landmark federal and state laws:

Federal Protections

• Title VII of the Civil Rights Act of 1964

• Age Discrimination in Employment Act (ADEA)

• Americans with Disabilities Act (ADA)

California Protections (FEHA)

California’s Fair Employment and Housing Act offers some of the strongest protections in the country, applying to all employers with 5 or more employees. Under FEHA, employers are strictly liable for harassment committed by a supervisor. If the harasser is a coworker or third party, the employer is liable if they knew (or should have known) about the conduct and failed to take immediate corrective action.

Harassment becomes illegal when unwelcome conduct focuses on a protected class and creates a documented “pattern” of behavior. Common examples include:

• Offensive Jokes or Slurs: Racial, sexist, or otherwise derogatory remarks.

• Unwanted Physical Contact: Any intimidation, threats, or unwanted sexual advances.

• Visual Harassment: Displaying offensive imagery or posters in common areas.

• Digital Abuse: Slander, libel, or offensive messaging via email or work platforms.

How Our Attorneys Support Your Claim

Navigating a harassment claim while managing the emotional toll of a hostile environment is difficult. A Mesriani Law Group attorney will:

• Investigate: Collect evidence and witness testimony to build a robust case.

• File: Help you file original complaints with your employer and formal charges with the EEOC and Civil Rights Department (formerly DFEH).

• Mediate: Initiate and lead mediation sessions between you and your employer.

• Litigate: If a settlement cannot be reached, we will present your case at trial with the strongest information possible.

What Should Victims Do?

If you are a victim of harassment, our employment lawyers recommend these steps:

1. Do Not Quit: Resigning can make it more difficult to recover lost wages. Speak with an attorney first.

2. Report the Incident: Notify HR or a supervisor in writing to create an official record.

3. Document Everything: Keep a log of dates, times, witnesses, and the nature of the offensive conduct.

4. Seek a “Right to Sue”: Your attorney will help you obtain the necessary clearance from state or federal agencies to file a civil lawsuit.

Statute of Limitations & Recovery

Time is of the essence. Federal deadlines (EEOC) can be as short as 180 to 300 days, while California state law typically allows one year from the receipt of a “Right to Sue” notice to file a lawsuit.

Successful claims may recover:

• Lost Wages and Benefits

• Missed Promotion Opportunities

• Compensation for Emotional Distress

• Punitive Damages and Court Fee