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Experienced Sexual Harassment Lawyer

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Harassment based upon gender is illegal. Scroll down to learn more about your rights on the job from a sexual harassment lawyer.


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Brandon Ortiz has represented numerous victims of sexual harassment. Brandon understands the unique psychological toll that sexual harassment exacts on its victims. He knows how to tell your story to maximize the compensation you deserve for the harm that you have suffered. He also understands that sexual harassment is almost always a systemtic problem. Sexual harassment is rarely the result of “one bad apple.” Sadly, corporate culture reflexively protects bosses, managers and “stars” who abuse their power. Businesses frequently retaliate against women who assert their rights in the workplace. Brandon is experienced in exposing these systematic defects to hold corporations accountable.

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What is sexual harassment?

There are two types sexual harassment, “quid pro quo” sexual harassment and hostile work environment sexual harassment.

Quid Pro Quo

An employee claiming quid pro quo harassment must prove:

  1. The employee was subjected to unwanted sexual advances or other unwanted verbal or physical conduct of a sexual nature;
  2. That terms of employment, job benefits, or favorable working conditions were made contingent, by words or conduct, on the employee’s acceptance of sexual advances or conduct;
  3. The harasser was a supervisor or manager.

Source: Judicial Council of California Civil Jury Instructions, Instruction No. 2520.

Hostile Work Environment

An employee claiming hostile work environment must prove:

  1. They were subjected to harassing conduct because of gender or sex;
  2. The harassing conduct was either severe or pervasive;
  3. That a reasonable woman (or man, if the employee is male) in the employee’s circumstances would have considered the work environment to be hostile;
  4. That the employee considered the work environment to be hostile, intimidating, offensive, oppressive, or abusive
  5.  Either of the following:
    1. A supervisor engaged in the conduct, or
    2. That supervisors or managers knew or should have known of the conduct and failed to take immediate and appropriate corrective action;

Source: Judicial Council of California Civil Jury Instructions, Instruction No. 2525A.

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Frequently Asked Questions