Workplace Harassment Attorneys in San Francisco

Representing Residents of Northern California

The attorneys at Wood Litigation are passionate about civil rights and, in particular, protecting workplace rights. Unfortunately, sexual harassment in the workplace remains widespread. Many people either do not recognize it, disregard it, or simply endure the mistreatment.

Our workplace harassment attorneys understand the subtle and overt ways harassment can damage careers, emotional well-being, and the organizational culture of your workplace. We stay current on California workplace laws and regulations relevant to employees in San Francisco and across Northern California. Local protections, such as those outlined in the California Fair Employment and Housing Act (FEHA) and San Francisco’s labor ordinances, offer robust legal remedies for those facing unlawful conduct at work. We regularly help clients identify the different types of harassment, distinguish between unlawful behavior and workplace disagreements, and assess the best path forward to protect their interests.

If another employee has committed any of the following, you may be the victim of sexual harassment:

• Unwelcome touching
• Constant sexual discussions
• Using sexually explicit language
• Sending sexually explicit texts or emailing unwanted images
• Continually requesting personal relationships outside of the workplace
• Making decisions based on a breakup or feud
• Using a position of authority to manipulate for sexual favors

An individual and their employer may be liable for damages related to harassment if they contributed to or created a hostile environment. Many times, this harassment can appear to be normalized as part of workplace culture. There is no excuse for such conduct. While some examples of sexual harassment are overt, often it becomes embedded within a company’s culture. Both are wrong and should not be tolerated.

Wood Litigation, APC will listen to your story in confidence and evaluate the challenges you face. We take appropriate cases on contingency and work with the TimesUp project to prosecute the more challenging cases.

Fight for equal rights in the workplace. Contact a skilled work harassment lawyer in San Francisco at (415) 936-0300.

What Are Your Workplace Rights?

As an employee, you have the right to work in an environment free from harassment or threats. No one should use inappropriate language or worse in the workplace. You also have the right to refuse any personal propositions from your supervisor and not face retaliation or adverse impacts on your job or career for declining advances.

San Francisco employees benefit from workplace protections under both California state law and additional city ordinances designed to promote safe, equitable office environments. For example, the city requires most employers to post specific information about harassment policies and available reporting mechanisms. California regulations also impose a duty on employers to investigate every complaint of harassment and to maintain preventative programs that educate employees about unlawful workplace behaviors. Understanding these rights allows you to take action without fearing backlash, knowing that state and local laws back your decision to come forward.

Hostile Work Environment and Your Rights

A hostile work environment undermines an employee’s ability to perform job duties and can impact mental health. In San Francisco, both state and local laws safeguard employees from harassing conduct that creates an intimidating, abusive, or offensive workplace. Offensive comments, intimidation, or repeated mistreatment based on protected characteristics—including gender, race, or sexual orientation—can form the basis of a legal claim if they are persistent or severe. Unlike isolated incidents, a hostile work environment often reflects ongoing behavior that management or human resources fail to address or condone. If you believe your workplace culture tolerates or promotes harassment, you can seek action through the California Department of Fair Employment and Housing (DFEH) and city resources. Knowing your rights under local and state law empowers you to challenge a toxic work culture and hold employers accountable.

Process for Addressing Workplace Harassment in San Francisco

If you face workplace harassment in San Francisco, several steps protect your rights and help ensure a fair investigation. Report concerns first to your employer using established internal channels, such as a supervisor or the human resources department. California law requires employers to take complaints seriously and initiate a thorough review. Document all incidents and keep records of your reports, communications, and any follow-up actions. If internal reporting does not lead to meaningful changes or you experience retaliation, you may pursue additional options by filing a complaint with the California Civil Rights Department or the Equal Employment Opportunity Commission (EEOC) in San Francisco. These agencies investigate claims and may offer mediation or further remedies. The process can feel daunting, but understanding each stage—from initial reporting through potential legal proceedings—helps you make informed decisions about your next steps.

What Is Quid Pro Quo Harassment?

Quid pro quo means "something for something." Quid pro quo harassment arises in the workplace when a manager or another authority figure offers—or even hints—that they will grant an employee a benefit such as a raise or promotion in exchange for satisfying a sexual demand. It can also occur when a manager states that they will refrain from firing or reprimanding an employee for a similar exchange. Job applicants may also encounter this form of harassment if hiring decisions are influenced by their acceptance or rejection of sexual advances.

California law recognizes quid pro quo harassment as a violation of both state and federal employment rules. The San Francisco Office of Labor Standards Enforcement helps local workers understand and pursue their claims under these laws. If you suspect someone in authority has linked job benefits or threats to your response to unwanted conduct, reach out for legal advice as soon as possible. Acting swiftly preserves your options and allows for the possibility of securing appropriate remedies under local statutes.

To prevail on a quid pro quo claim, a plaintiff must prove the following elements to a jury:

• The plaintiff was an employee of, or applied for a job with, company X (the defendant).
• The alleged harasser, an officer or employee of company X, made unwanted sexual advances toward the plaintiff or engaged in other unwelcome verbal or physical conduct of a sexual nature.
• Certain job benefits were conditioned, by words or conduct, on the plaintiff’s acceptance of the alleged harasser’s sexual advances or conduct, or that employment decisions affecting the plaintiff were based on acceptance or rejection of such conduct.
• At the time of the alleged conduct, the alleged harasser acted as a supervisor or agent of the company.
• The plaintiff suffered harm as a result of the alleged conduct.

Ultimately, courts seek proof that the underlying sexual harassment led to a significant employment action, such as termination or being unfairly denied a promotion.

Quid pro quo cases involve careful analysis of workplace communications, power dynamics, and the specific nature of any employment consequences. California courts frequently examine written correspondence, witness testimony, and internal policies to resolve these claims. In San Francisco, local offices coordinate with state agencies to ensure that employees receive a fair hearing and timely resolutions. If you believe your supervisor or a manager conditioned your job status or benefits on responding to inappropriate requests, documenting these interactions and seeking guidance can help protect your legal rights and future opportunities at work.

Secure legal assistance quickly by connecting with a workplace harassment attorney. Fill out our online form to move forward.

Frequently Asked Questions

How Long Do I Have to File a Workplace Harassment Complaint?

California law generally gives employees three years from the last incident of harassment to file a complaint with the Civil Rights Department. Acting quickly helps ensure your complaint contains detailed evidence and meets all deadlines for potential action.

Can My Employer Retaliate Against Me for Reporting Harassment?

State and local laws prohibit employers from retaliating against employees who report or participate in investigations of workplace harassment. If you face negative consequences after reporting, additional legal remedies may be available under California statutes.

What Should I Do if Harassment Continues After I File a Complaint?

If your employer does not resolve the issue or if the behavior continues, document each incident and consider contacting a San Francisco workplace harassment attorney. This step can help clarify your legal options under both state and local protections.

Our expert work harassment attorney in San Francisco is ready to provide personalized legal guidance. Call (415) 936-0300 to secure your free consultation