Our Book
A Victim’s Guide to Sexual Harassment
Given recent developments in the area of sexual harassment law, victims need to know of the remedies available to them in California. A Victim’s Guide to Sexual Harassment in California provides the important and valuable information to sexual harassment victims who need a support network to guide them through a very difficult process. The book is intended to be a useful tool for individuals to assess whether they have been victims of sexual harassment and whether they would benefit from the advice of an experienced sexual harassment attorney.
“There was a need for a guidebook that was written in plain English for sexual harassment victims”, says attorney Timothy B. Broderick. “We wrote this book for individuals who do not have anyone to turn to for straightforward advice on how to deal with sexual harassment. Our guide is intended to fill the void.”
“I did extensive research for this book because I wanted to ensure that victims had the most accurate information possible,” notes attorney Katrina M. Telfer. “A lot of victims are confused and unsure if it is worth going through the time, energy and expense of a filing a sexual harassment claim. Our book provides answers to those difficult questions.”
A Victim’s Guide to Sexual Harassment in California answers important questions such as:
- What are the different types of sexual harassment?
- How long do I have to file my claim after the incident(s)?
- Can I sue my company because I was sexually harassed by my supervisor?
- Are offensive jokes and comments considered sexual harassment?
- Can I be fired because I am pregnant?
- What is a “right to sue” letter and do I need one?
- My coworker is dating my boss and receiving preferential treatment. Can I sue for sexual harassment?
Click here to order A Victim’s Guide to Sexual Harassment
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The Broderick Law Firm for Victims of Sexual Harassment and Employment Discrimination
Sexual Harassment and Discrimination
Sexual harassment can include unwelcome sexual advances, requests for sexual favors, verbal conduct, or physical conduct which affect or interfere with an individual’s work performance or create an offensive work environment for that individual.
Sexual discrimination can include failure to hire or adverse employment action due to gender or sexual orientation. The Broderick Law Firm believes strongly in the fair treatment of all individuals regardless of sex and is committed to representing individuals who have been victims of sexual harassment in the workplace. Mr. Broderick has the experience and knowledge necessary to help you recover the damages you are due. He will vigorously pursue your claim of sexual harassment or sexual discrimination to get you a positive result.
“Quid Pro Quo” Sexual Harassment
“Quid Pro Quo” sexual harassment is when a supervisor makes sexual conduct of an employee a condition for employment benefits or advancement or a condition for avoiding adverse employment action or for advancement.
Hostile Work Environment Sexual Harassment
Hostile work environment sexual harassment occurs when an employee is subject to unwelcome sexual advances or offensive gender-related language or behavior that is sufficiently severe or pervasive from the perspective of a reasonable person with the same fundamental characteristics as the offended employee.
This type of harassment must be sufficiently severe or pervasive to alter the conditions of the offended employee’s employment and create an abusive environment. A single instance of sexual harassment in the “hostile work environment” context may be sufficient, but repeated instances increase the severity of the events, so that a reasonable person would be more likely to find the conduct sexually harassing due to its repetition.
In regard to unwanted sexual advances, a complaining employee must generally show that he or she gave notice that the advances are unwelcome.
Although favoritism by a supervisor towards an employee with whom the supervisor is having a consensual sexual affair does not ordinarily constitute harassment of other employees, a pattern of sexual favoritism may constitute a hostile work environment in the event that the message by management is that sexual affairs are a way to get ahead in the workplace.
Retaliation
It is illegal for an employer to retaliate against a sexual harassment or discrimination victim for making a claim of sexual harassment, for participating in a sexual harassment investigation, or for opposing discriminatory practices.