If your boss is sexually harasses you at work in California, it can feel like you’re trapped. You depend on your job for your income, your reputation, and your future. When the person controlling those things crosses the line, it’s more than uncomfortable. It’s an abuse of power that can shake your confidence and make every workday feel unsafe. You might wonder who will believe you, what happens if you report it, and whether speaking up will cost you your career.
I’m Matt Ruggles, and I’ve been practicing employment law in California for over 30 years. I’ve represented employees who were sexually harassed by their bosses, supervisors, and executives in every kind of workplace i.e. tech companies, hospitals, startups, retail chains, you name it. I’ve seen firsthand how devastating this can be, and I know exactly what it takes to turn that fear into a plan.
In this guide, I’ll explain what California law says about sexual harassment by a boss or executive, how these cases differ from other workplace harassment claims, and what specific steps you can take to protect yourself, preserve your evidence, and hold your employer accountable. You’ll learn how to recognize the warning signs, report harassment strategically, and build a case that puts the power back in your hands.
If you’re unsure whether what you’re dealing with is bullying, sexual harassment, or both, see my explanation: Workplace Bullying vs. Sexual Harassment in California: What’s the Legal Difference.
Why Sexual Harassment by a Boss or Executive Is Different in California
When your boss is the one harassing you, everything changes. It’s not the same as dealing with a coworker making crude comments or someone from another department acting out of line. A boss has authority over your paycheck, your schedule, your workload, and your future. They sign off on promotions, performance reviews, and sometimes even references. When that person crosses the line, it’s not just offensive. It’s coercive. They’re using power, not just words.
That’s why so many employees stay silent. They worry HR won’t protect them because HR often reports to the very person causing the problem. They fear retaliation, even though it’s illegal, because it happens more often than companies admit. Some workplaces have a culture that shields executives, where reporting misconduct feels like career suicide. When the harasser runs the department or owns the business, it’s easy to feel there’s nowhere left to go.
California law sees this power imbalance for what it is: dangerous. Under the Fair Employment and Housing Act (FEHA), if a supervisor or executive sexually harasses you and it affects your job, your hours, your pay, your assignments, or your employment status, the company is automatically responsible. They don’t get to say, “We didn’t know.” Once an employer learns about harassment, they have a legal duty to act fast and correct the problem. If they ignore it, they’re breaking the law.
If you were fired after reporting sexual harassment or discrimination, your employer may have taken a costly risk. California’s Fair Employment and Housing Act (FEHA) makes retaliation a serious legal mistake. To understand how these cases play out and why they’re expensive for companies that ignore the law, read my blog: Wrongful Termination Lawsuits Under the FEHA: A Costly Gamble for Employers.
If your boss is sexually harassing you, don’t try to handle it alone. I’ve represented employees across California who’ve been through the same thing, and I know how quickly it can spiral once you speak up. At the Ruggles Law Firm, we deal with these situations every day. Call me at 916-758-8058. We’ll talk it through, figure out your leverage, and make sure you’re protected before the company circles its wagons.
What Are the Two Legal Types of Sexual Harassment in California?
Knowing which type of harassment you’re facing helps you understand your rights and how to build your case. California law recognizes two main types of sexual harassment: quid pro quo and hostile work environment.
Sexual Harassment Type 1: Quid Pro Quo Harassment by a Supervisor
“Quid pro quo” means “this for that.” It happens when a boss or supervisor ties your job benefits or opportunities to sexual favors or compliance. In other words, they use their authority as leverage.
Examples include:
- “Go out with me and I’ll make sure you get that promotion.”
- “If you don’t play along, your hours might get cut.”
- Firing or demoting someone for rejecting advances.
Legal takeaway:
If a supervisor’s sexual demand leads to a tangible employment action like being fired, demoted, or denied a promotion, the employer is strictly liable. That means you don’t have to prove the company knew. It’s automatically responsible under California law.
Sexual Harassment Type 2: Hostile Work Environment in California Workplaces
This type happens when unwanted sexual behavior is severe or pervasive enough to make your workplace feel intimidating, abusive, or humiliating. It doesn’t have to involve a job threat or a missed promotion. The key question is whether the behavior interferes with your ability to do your job.
Examples include:
- Repeated sexual comments, jokes, or messages.
- Inappropriate touching, gestures, or staring.
- Sharing sexual images or stories at work.
- A single severe act, such as sexual assault.
Legal takeaway:
An employer is responsible if it knew, or should have known, about the harassment and failed to act quickly to stop it. When the harasser is a high-level executive, it’s even harder for a company to claim it didn’t know what was going on.
Both types of harassment are illegal under California’s Fair Employment and Housing Act (FEHA). Whether your boss made threats, promises, or simply made your workplace unbearable, the law gives you the right to take action.
Why the Difference Between Quid Pro Quo and Hostile Work Environment Matters
Understanding which type of harassment you are facing is not just legal theory. It determines how your case is built, what evidence matters, and how your employer can be held accountable.
Quid pro quo harassment is often more straightforward to prove. It involves a direct trade where your boss asks for something sexual in exchange for keeping or improving your job. When that demand leads to a concrete job action such as being fired, demoted, losing shifts, or being passed over for promotion, the evidence speaks for itself. One clear link between the demand and the job consequence is usually enough to establish liability.
Hostile work environment harassment works differently. These cases rely on showing a pattern of behavior or a single act so severe that it poisons the workplace. You might not have one major event but a steady buildup of comments, looks, texts, or “jokes” that make the office feel unsafe. The more frequent or extreme the behavior, the stronger your claim becomes.
In either type of case, retaliation often becomes the next fight. Many employees experience punishment after speaking up, such as sudden write-ups, lost hours, cold treatment, or even termination. Under California’s Fair Employment and Housing Act (FEHA), that retaliation is a separate violation. In many cases, retaliation is easier to prove than the harassment itself because the timing reveals the motive. When your employer turns on you right after you report misconduct, the reason is hard to hide.
Whether your boss made a threat, a promise, or created a hostile atmosphere, the law is on your side. The key is knowing what type of harassment occurred, documenting what happened, and acting before the company tries to cover it up.
What to Do If You Feel Unsafe After Sexual Harassment at Work
If you ever feel physically unsafe or have been sexually assaulted, call 911 right away. Your safety comes first. Nothing about your job, your reputation, or your next paycheck matters more than getting help and getting to safety.
If you need medical care, go to the nearest hospital or clinic as soon as possible. Ask for a sexual assault response nurse if available. They are trained to document injuries and preserve evidence discreetly, even if you are not ready to file a report yet.
Keep every record of your medical visits, prescriptions, and any communication about what happened. These records can later support your case, but right now, they are part of protecting your health and safety.
Take the time you need to stabilize and talk to someone you trust. Reporting or pursuing legal action can wait until you are safe and clear-headed.
If you’re wondering whether to act now or wait until you leave, read my opinion: Should I File a Sexual Harassment Lawsuit While Still Employed?
5 Steps to Protect Yourself and Build a Sexual Harassment Case in California
If you are being sexually harassed by your boss, you have more control than it feels like. What you do in the days and weeks after the harassment starts can make or break your case. These steps are designed to protect your safety, preserve your credibility, and put you in the strongest position possible if you decide to take legal action.
Each step includes a “Note from Matt,” where I explain why that step matters in plain language based on decades of experience representing California employees.
Step 1: How to Document Sexual Harassment at Work
Begin writing down what happened while it is still fresh in your mind. Document each incident as soon as you can. Include:
- The date, time, and location of every event.
- What was said or done, and who was involved.
- Names of any witnesses or anyone you told at the time.
- How it affected your work performance, stress level, or mental health.
Keep these notes private and secure. Do not store them on your work computer, company email, or anywhere your employer controls. Use a personal email account or a notebook that stays at home.
Note from Matt: “Write it down now. Memory fades, and courts trust contemporaneous records.”
Why it matters:
Your written record is evidence. Judges, juries, and investigators place more trust in notes created close to the time events happened because they show consistency and credibility. A detailed, dated record can turn a “he said, she said” situation into a believable, verifiable claim.
If you’ve already complained and the company hasn’t fixed it (or worse, they’ve turned on you) you need to get someone on your side who understands how this works. I’ve been doing this for over 30 years, and I know the signs when a company is trying to cover itself instead of doing the right thing. Call me at 916-758-8058 and let’s get ahead of it before they make their next move.
Step 2: How to Preserve Evidence of Sexual Harassment
Evidence is power. From the moment the harassment starts, assume that every message, comment, or object connected to it could become part of your case. Save everything that supports your story.
Keep every text, email, voicemail, card, or gift that shows or relates to the harassment. Screenshot text messages so the timestamps are visible. Save emails in a personal folder outside of your work account. If your boss sends inappropriate messages through a company system, forward them to your personal email before filing any complaint. If you have work performance reviews or written praise, keep copies. Those can help prove that your job performance was solid before any retaliation began.
Avoid posting about the situation online. Even vague posts or venting can be twisted by the other side and used against you later. Keep your documentation private until you talk to an attorney.
Note from Matt: “Evidence is the difference between a case and a cleared plate of crumbs. Preserve it.”
Why it matters:
Once you make a complaint, your employer’s defense will often be that there is “no proof.” They may delete emails, lock you out of systems, or start rewriting the story. Having evidence saved early (before the company knows you are protecting yourself) shuts down those excuses and keeps the truth on your side.
Step 3: How to Report Sexual Harassment by Your Boss in California
California law expects you to give your employer a real chance to fix the problem, unless reporting would be clearly unsafe or pointless. Your goal is to put the company on notice and create a record that proves you did your part. When your complaint is in writing, the company can’t later claim they “didn’t know.”
How to report, step by step
- Find the policy and the right contact
Check your employee handbook or company policy for how to report harassment. Follow that process exactly, but if your boss is the harasser, go around them. Send your report to Human Resources, a higher-level manager, or the alternate contact listed in the policy. If your company lists an outside hotline or attorney, you can use that too. - Put it in writing and keep a copy
Email works fine, but use your personal device. Save a copy before you send it. Do not rely on your company’s system to store your only proof. - Use the right words
Call it what it is. Label your message “Sexual Harassment Complaint.” Avoid vague words like “concern” or “issue.” Clarity matters because it triggers the company’s legal obligation to investigate under California’s Fair Employment and Housing Act (FEHA). - Stick to facts
Include dates, times, places, what was said or done, and who witnessed it. State that the conduct is unwanted and has affected your ability to do your job. Ask for an investigation and appropriate action. - Request protection during the process
Ask to be separated from the harasser during the investigation. Request that communications go through HR. Ask for written confirmation that your complaint was received and that an investigation will occur. - Follow up and track their response
If you don’t hear back within a few days, send a polite follow-up email. Keep a log of when you reported, who responded, and what actions the company took or failed to take. If they ignore you, that becomes part of your evidence. - Protect yourself while reporting
Do not record conversations without consent. California requires all parties to agree to recordings. Keep your notes and evidence on personal devices, not company property.
Simple email template you can adapt
Subject: Sexual Harassment Complaint
Hello [HR or Leader’s Name],
I am submitting a sexual harassment complaint under the company’s policy. On [date(s)], [name and title] engaged in the following conduct: [brief, factual description with dates, locations, witnesses]. The conduct is unwelcome and has affected my ability to perform my job.
I request a prompt investigation and corrective action. Please confirm receipt of this complaint and provide a written acknowledgment with the expected timeline. For my safety, I also request separation from [name] during the investigation.
Thank you,
[Your name]
[Job title, department]
Note from Matt: “Report, but do it on paper. A written complaint forces the company to act and proves you spoke up.”
Why it matters:
A written complaint gives you leverage. It proves the company was on notice and had a legal duty to investigate. If they fail to act or retaliate, your documentation becomes powerful evidence of liability. Timing matters too. When retaliation follows your report, the pattern often proves your case for you.
Before you report anything, take a few minutes to read my blog: Mistakes Employees Make When Reporting Sexual Harassment in California so you don’t undercut your own claim.
For a focused look at HR inaction in harassment cases, read this explanation: What If HR Ignores Your Sexual Harassment Complaint in California.
Step 4: How to Protect Yourself From Retaliation After Reporting Sexual Harassment
Reporting sexual harassment is protected activity under California law, but retaliation still happens every day. Employers know they cannot fire you for complaining, so they often try to make your life miserable instead. It can start small i.e. cold shoulders, being left off meetings, or sudden criticism that never existed before and build until you are pushed out. Recognize these patterns early and document them.
To protect yourself:
- Keep copies of everything that shows your performance. Save your performance reviews, positive emails from supervisors, client feedback, and production reports from before and after you complained. These records show you were doing your job well.
- Stay professional. Keep doing your work at the same standard you always have. Don’t give them ammunition to claim poor performance. Let your consistency speak for itself.
- Track every change. Write down dates when your workload, duties, hours, or attitude from management shifts. Note who made the decision and what explanation was given. These details show cause and effect.
- Report retaliation immediately AND do it in writing. Send a short, factual email to HR or leadership. State that you believe you are being retaliated against for reporting sexual harassment. Keep that email as part of your record.
- Preserve communications. Save any new emails, texts, or notes that show hostility or exclusion. The more specific your timeline, the stronger your claim.
If you complained about sexual harassment or discrimination at work and then got fired, you may have a valid claim for wrongful termination. Retaliation for speaking up is illegal in California. To understand your rights and what steps to take next, read my post: Is Being Fired After Filing a Complaint Considered Wrongful Termination?
Note from Matt: “Don’t give them a reason to fire you. Document your performance and every change that follows your complaint.”
Why it matters:
Retaliation claims often succeed even when harassment claims are disputed. The pattern is hard for employers to explain away: you reported harassment, and soon after, things got worse. A solid paper trail showing your report, followed by negative treatment, gives your attorney the leverage needed to prove retaliation under the Fair Employment and Housing Act (FEHA). It also shows the jury what really happened and that the company turned on you instead of fixing the problem.
If you’re unsure whether to report verbally or in writing, read How to Make a Workplace Complaint in California: Verbal vs. Written.
If you are concerned about how reporting may affect your career, read my opinion: Does Reporting Sexual Harassment Hurt Your Career in California.
Step 5: When to Contact a California Sexual Harassment Lawyer
If you’ve reported the harassment and nothing changes (or worse, your employer turns on you) it’s time to get legal help. Once internal channels stop working, you need someone who knows how to make the law work for you. An experienced employment lawyer will assess your documentation, protect your rights, and move your case forward while you focus on your life.
Choosing the right lawyer can make or break your case. Not every employment attorney knows how to handle sexual harassment claims effectively. For a clear guide on what to look for and how to protect yourself from bad advice, read my blog: How Do I Select a California Employment Lawyer.
Here’s what that process can look like:
- File a complaint with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC).
These agencies investigate sexual harassment and retaliation claims. Your lawyer can file on your behalf and request an immediate “right-to-sue” notice so you can take your case to court instead of waiting months for an investigation. - File a civil lawsuit.
If the evidence supports your case, you can sue for emotional distress, lost wages, damage to your career, and in some cases, punitive damages for egregious conduct. Lawsuits also expose the company’s behavior under oath and create pressure to resolve the matter fairly. - Negotiate a settlement.
Many cases resolve confidentially through negotiation. A lawyer can help you secure compensation and a fair exit while protecting your reputation and avoiding drawn-out litigation. - Handle communications for you.
Once an attorney is involved, the company must deal with them, not you. That buffer alone can reduce the stress and prevent you from saying something management could twist later. - Protect your deadlines.
California’s timelines for filing a claim are short. You usually have three years from the date of the last unlawful act to file with the CRD, and as little as one year after receiving a right-to-sue notice to file in court. Waiting too long can end your claim before it begins.
Note from Matt: “You don’t have to be a lawyer but you should get one. Experienced counsel turns paperwork into protection.”
Why it matters:
California’s harassment and retaliation laws are powerful, but only if used correctly. Each case is different, and the smallest mistake can cost you your claim. Legal advice gives you strategy, protection, and breathing room. It ensures the company plays by the rules while you focus on reclaiming your career and peace of mind.
What Happens During a Sexual Harassment Investigation in California
Once you file a sexual harassment complaint, California law requires your employer to investigate promptly, thoroughly, and objectively. The company does not get to look the other way or drag its feet. An investigation is supposed to find out what happened and take corrective action, not protect management or bury the problem.
Here’s what usually happens when the process is handled correctly:
- An investigator is assigned.
This may be someone from Human Resources or an outside investigator hired by the company. Outside investigators are meant to be neutral, but remember who pays them: the company. Keep detailed notes about who conducts the investigation and when they contact you. - You, the accused, and witnesses are interviewed.
You will likely be asked to describe each incident and provide any supporting documents. Be factual and consistent. If the investigator avoids key questions or seems to steer the conversation away from your evidence, write that down immediately after the interview. - Relevant evidence is collected.
A legitimate investigation will review emails, text messages, work records, and digital communications. If you’ve kept your own documentation, this is where it matters most. - Findings and recommendations are made.
After reviewing evidence and testimony, the investigator issues findings, either substantiated, unsubstantiated, or inconclusive. You may not agree with the conclusion, but pay attention to how thorough the reasoning is. - You receive notice that the investigation concluded.
The company must tell you that it completed the investigation and that corrective action was taken if warranted. They may not share all details, but you should at least be informed that the process ended.
If the company drags its feet, fails to separate you from the harasser, ignores evidence, or does nothing after finding misconduct, that behavior strengthens your legal claim. A biased, incomplete, or delayed investigation is itself evidence of employer negligence.
Note from Matt: “An investigation isn’t a favor, it’s a legal duty! When companies fake it or stall, that failure becomes your proof.”
Why it matters:
Under California’s Fair Employment and Housing Act, an employer must take “immediate and appropriate corrective action” once it knows about harassment. A company that mishandles the process exposes itself to liability not only for the harassment itself but also for failing to prevent or correct it. When the process looks like damage control instead of fact-finding, that is often the point where your case becomes stronger than theirs.
What to Do When the Harasser Is the Company Owner or CEO
When the harasser runs the company, the usual reporting routes can feel pointless. Still, there are options:
- Check whether the company has a board of directors or outside compliance hotline. Reporting to these channels is still considered notice.
- Some companies have outside counsel designated for these situations. If so, use that channel if available.
- If internal reporting is clearly futile or dangerous, you can go directly to the California Civil Rights Department or to an attorney.
California law recognizes that when the harasser is the employer, liability is direct and immediate. You’re not expected to keep reporting into a black hole.
Common Employer Defenses in California Sexual Harassment Cases and How to Counter Them
When companies get caught, they rarely admit fault. Instead, they rely on predictable legal defenses designed to minimize or deny what happened. Knowing these defenses, and how to counter them, keeps you in control of your story and strengthens your credibility.
Defense #1: “We investigated and took prompt corrective action.”
Employers often claim they did everything right once you complained. They might point to an internal investigation or disciplinary note as proof they acted responsibly.
How to counter it:
Show the delays, the bias, or the fact that the harassment continued afterward. If weeks passed before they spoke to witnesses or separated you from the harasser, document it. If the investigator was a company insider who downplayed your evidence, note it. If nothing changed after the investigation ended, that alone undermines their claim.
Defense #2: “The conduct wasn’t severe or pervasive.”
This is the go-to argument when the company admits something happened but insists it wasn’t “bad enough” to be illegal.
How to counter it:
Your records are your best weapon. Show the pattern of dates, times, and what was said or done. Include how it affected your ability to work or made you dread coming to work. Add statements from coworkers who saw or heard what happened. Under California law, one severe incident or repeated smaller ones can both meet the legal standard.
To understand how courts decide whether conduct crosses the legal line, see my explanation: Severe vs. Pervasive Sexual Harassment in California.
Defense #3: “The company didn’t know.”
This defense is common when the harasser is in management or HR. The company claims ignorance to dodge responsibility.
How to counter it:
Use your paper trail. A written complaint, HR emails, or meeting notes prove they were on notice. If the harasser was a supervisor, manager, or executive, knowledge is presumed under California law. The company cannot claim ignorance when the wrongdoing came from its leadership.
Note from Matt: “Employers recycle the same excuses. Your evidence turns their script into proof of liability.”
Why it matters:
Each defense falls apart under documentation. When your complaint, records, and timeline show the company knew and failed to act, their words sound hollow. That is often what convinces a jury and/or forces a fair settlement.
For a deeper look at the right way to make a workplace complaint – and why written reports carry more legal weight – read my comprehensive guide: How to Make a Workplace Complaint in California: Verbal versus Written.
Evidence Checklist for a California Sexual Harassment Case
Strong evidence is what separates a story from a winning case. The more organized your documentation, the faster your attorney can move and the harder it is for the company to deny what happened. Gather and keep everything that supports your experience.
Here’s what to collect and preserve:
- Incident log. Record dates, times, locations, what was said or done, and how it affected you. Update it after every incident.
- Digital communications. Save texts, emails, direct messages, voicemails, and screenshots that show or relate to the harassment or retaliation. Include visible timestamps and sender information.
- Physical evidence. Keep photos, gifts, cards, or any other items the harasser gave you. Store them safely away from work.
- Witness information. Write down the names and contact details of anyone who saw, heard, or was told about the harassment or retaliation. Even small observations can matter later.
- HR documents. Keep copies of all complaints, follow-up emails, and responses from HR or management. If you filed a written report, save the acknowledgment or confirmation.
- Work records. Retain pay stubs, performance evaluations, emails praising your work, and any documents showing sudden changes in duties, hours, or status after your complaint.
- Medical or counseling notes. If you sought therapy, medical care, or used leave due to stress or anxiety related to the harassment, keep those records. They help establish the emotional and physical impact.
Note from Matt: “Don’t rely on memory because paper and pixels don’t lie.”
Why it matters:
When your evidence is complete and well organized, your lawyer can move faster, your case looks stronger, and the company loses room to deny or delay. A clear, documented record often decides whether your claim settles quickly or goes to trial.
Emotional and Legal Support After Sexual Harassment by a Boss
These situations are draining. Beyond the legal steps, take care of yourself:
- Reach out to a therapist or counselor familiar with workplace trauma.
- Talk to trusted friends or family (but keep details private and consistent).
- Don’t quit your job impulsively i.e. speak with counsel first. Quitting can complicate certain legal claims unless it qualifies as a “constructive discharge.”
- Protect your finances by documenting your hours and income in case you later need to claim lost wages.
FAQs About Sexual Harassment by a Boss, Supervisor, or Executive in California
What should I do if my boss is sexually harassing me at work in California?
Start by documenting every incident in detail. Write down dates, times, and what was said or done. Keep texts, emails, and voicemails. Once you have a record, make a written complaint to HR or another leader not involved in the harassment. If the company does nothing or retaliates, contact an employment attorney immediately.
Can I be fired for reporting sexual harassment by my boss?
You can be fired illegally, but the law protects you from retaliation. Under California’s Fair Employment and Housing Act (FEHA), it is unlawful for an employer to punish or terminate you for making a harassment complaint. If you lose your job after speaking up, that retaliation often becomes a stronger claim than the harassment itself.
How do I prove sexual harassment by a supervisor or executive in California?
Proof starts with documentation. Keep every message, witness name, and copy of your written complaint. The law presumes the company knows what a supervisor does, so when harassment comes from management, the employer is automatically responsible. Consistent records and prompt reporting build a solid case.
What counts as “severe or pervasive” sexual harassment at work?
Harassment is illegal when it is either severe (like sexual assault or threats) or pervasive (repeated comments, touching, or pressure that make work unbearable). You don’t have to endure months of abuse for it to qualify. One serious incident can be enough under California law.
Should I confront my boss about the sexual harassment?
Usually not. Confronting your boss can escalate the situation or lead to retaliation. It’s safer to document the behavior and report it through formal channels. Let HR or legal counsel handle communication once a complaint is filed.
What happens after I report sexual harassment in California?
Your employer must launch an immediate, fair investigation. You should be interviewed, witnesses should be contacted, and evidence should be reviewed. If the company delays or protects the harasser, that failure strengthens your legal claim. Always keep copies of your complaint and any follow-up emails.
How long do I have to file a sexual harassment claim in California?
You generally have up to three years from the last act of harassment to file a claim with the California Civil Rights Department (CRD). After receiving a right-to-sue notice, you typically have one year to file a lawsuit in court. Talk to an attorney early to avoid missing critical deadlines.
What if witnesses are afraid to speak up about workplace sexual harassment?
That’s common, especially when the harasser is a boss or executive. Don’t let that stop you. Your own documentation, texts, and written complaints can carry significant weight. If your case goes forward, witnesses can be subpoenaed later to testify under legal protection.
Note from Matt: “Your boss’s power ends where the law begins. Once you document, report, and stand firm, the leverage shifts to you.”
Final Thoughts: Standing Up to Sexual Harassment by a Boss in California
Sexual harassment by a boss or executive is one of the hardest situations an employee can face. It mixes fear, confusion, and anger with the risk of losing a job you’ve worked hard for. But the law in California is clear: you have the right to a workplace free from harassment—and the power of your harasser does not erase that right.
If you’re in this position, don’t stay silent. Start documenting, protect your evidence, make a written report, and get experienced legal advice.
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Matt Ruggles has a thorough understanding of California employment laws and decades of practical experience litigating employment law claims in California state and federal courts. Using all of his knowledge and experience, Matt and his team can quickly evaluate your potential claim and give you realistic advice on what you can expect if you sue your former employer.
Contact the Ruggles Law Firm at 916-758-8058 for a free, no-obligation evaluation.
Blog posts are not legal advice and are for information purposes only. Contact the Ruggles Law Firm for consideration of your individual circumstances.
