The City of Los Angeles has a Sexual Harassment Policy that is primarily established to protect individuals from sexual harassment, intimidation, and coercion. Under this policy, sexual harassment is labeled as unwelcome sexual advances, sexual requests, and other types of sexual conduct, such as verbal and non-verbal actions when:
Employees are not only protected from other employees who are harassing them in the workplace, but they are also covered by those who are non-employees that are harassing them, as well.
The City of Los Angeles will be held liable for non-employee sexual harassment. Generally, any employee or non-employee that engages in implicit or explicit sexual behavior, whether it is verbal, non-verbal, or physical, that affects another individual’s performance in the work enviornment is guilty of sexual harassment.
Those with high-status, such as supervisors or managers, who are aware of sexual harassment occurring within their work environment are held liable and subject to disciplinary actions if they choose not to prevent it from continuing.
It is required that immediate action must be taken to stop an alleged harasser, along with punishing him or her for the wrongful acts that they committed. Determining the most suitable actions to serve as punishment will be done in accordance with Policy 33, the Disciplinary Action of the Policies of the Personnel Department.
There are different Sexual Harassment Counselors that are distributed to different Department managers. Available information will be provided to employees regarding Counselor information, including their name, phone number, and location.
It is required to file a complaint within one year from the date the incident occurred. The individual that chooses to file the complaint has the option of obtaining investigation services by the employee’s Department of Sexual Harassment Counselor, the Personnel Department’s Sexual Harassment Counselor, or State/Federal compliance agencies.
If the case is connected to issues referring to the complainant’s sex rather than being sexual in nature, the investigation will follow through under the City’s Discrimination Complaint procedure.
There are a variety of activities that are performed under this position including:
This procedure permits employees or job applicants to file a written complaint with the City’s Civil Service Commission. It is a requirement for the complaint to deal with a City action, procedure or practice when it comes to hiring that the employee or applicant insinuates is discriminatory. Complaints must be filed in a one year time frame from when the incident took place.
Employees or applicants who believe they are victims of sexual harassment are given permission to file a complaint with State/Federal compliance agencies in State/Federal court. Limits of filing complaints with these compliance agencies are different, thus it is recommended for the complainant to consult with an experienced sexual harassment attorney as soon as possible.
If you have made up your mind to take action, it is important to work with an attorney that specializes in cases like yours. The sexual harassment lawyers at West Coast Employment Lawyers have extensive experience handling sexual harassment cases. We will work tirelessly to gather the facts, find and interview eyewitnesses, hire experts, and fight for your rights.
We work on a contingency basis, which means we only get attorney’s fees if we are able to recover for you. Our legal team is available 24/7 and will take care of your case from start to finish. For a free no-obligation consultation with a sexual harassment attorney in California, contact our office at (213) 927-3700
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