CALIFORNIA HOSTILE WORK ENVIRONMENT HARASSMENT ATTORNEYS

Retaliation is illegal under FEHA. If your employer demotes, disciplines, fires, or otherwise punishes you for reporting harassment or participating in an investigation, you may have a retaliation claim in addition to your harassment case. Razavi Law Group can help protect you from further retaliation and hold your employer accountable.

While most hostile work environment claims involve repeated conduct, a single, extremely severe incident—such as physical assault or a serious threat—may be enough to qualify if it significantly interferes with your ability to work. Consulting an attorney can help determine whether your experience meets the legal threshold.

Does my harasser have to be my supervisor to file a claim?
No. Harassment can come from coworkers, supervisors, clients, vendors, or even contractors. Employers are responsible for preventing harassment from anyone in the workplace if they knew—or should have known—about the conduct and failed to take appropriate action.

What types of damages can I recover in a hostile work environment lawsuit?
You may be eligible to recover:

• Lost wages and benefits

• Future earnings

• Emotional distress

• Punitive damages (in egregious cases)

• Attorneys’ fees and legal costs

If you believe you’re in a hostile work environment, you should:

1. Document everything – Keep records of offensive conduct, dates, witnesses, and your complaints.

2. Report it internally – Notify HR or your supervisor per company policy.

3. Contact a lawyer – A FEHA employment attorney can assess your situation, protect your rights, and guide you through the legal process.

Yes. Under FEHA, you have the right to take legal action against your employer if they allowed a hostile work environment to exist or failed to prevent harassment or discrimination. You may be entitled to compensation for emotional distress, lost wages, legal fees, and other damages.

How long do I have to file a hostile work environment claim?
As of January 2020, you generally have three years from the date of the last incident to file a complaint with the California Civil Rights Department (CRD) (formerly DFEH). After receiving a Right to Sue notice, you have one year to file a civil lawsuit. It’s best to speak with an attorney as soon as possible to protect your rights and preserve evidence.

A hostile work environment exists when an employee is subjected to ongoing harassment, discrimination, or offensive conduct that is severe or pervasive enough to create an intimidating, abusive, or offensive work atmosphere. The conduct must be based on a protected characteristic under the Fair Employment and Housing Act (FEHA), such as race, gender, age, sexual orientation, disability, or religion.

How do I prove a hostile work environment claim?
To prove a hostile work environment, you’ll need evidence of:

• Repeated or severe offensive conduct (verbal, physical, or visual)

• The conduct being unwelcome and based on a protected class

• A negative impact on your ability to work

• Employer knowledge of the behavior and failure to take action
  Documents, emails, complaints to HR, witness statements, and performance records can all support your claim.