Sexual Harassment

Sexual Harassment Attorney in San Francisco County

Representing Employees & Employers in San Francisco County Sexual Harassment Matters

Sexual harassment claims are among the most consequential disputes an employee or employer can face. At Wood Litigation, APC, we represent both sides of these matters throughout San Francisco County, bringing over twenty years of litigation experience and a trial-ready approach. Principal Greg Wood has earned Super Lawyer recognition and regularly receives referrals from other top San Francisco attorneys who trust his judgment on complex cases.

California’s Fair Employment and Housing Act (FEHA) and federal Title VII of the Civil Rights Act prohibit sexual harassment in the workplace. Employees who have experienced harassment may have the right to pursue compensation for lost wages, emotional distress, and other damages. Acting promptly matters: California’s filing deadlines are strict, and delay can affect rights that might otherwise be available. We handle every phase of dispute resolution, from negotiation and mediation through arbitration and full litigation in San Francisco Superior Court or federal court.

If you’re an employee or employer in San Francisco County facing a sexual harassment matter, contact Wood Litigation, APC for a case evaluation. Call us at (415) 936-0300 or reach out through our online contact form.

What Qualifies as Sexual Harassment Under California Law

California recognizes two forms of sexual harassment. Understanding the distinction matters because the legal analysis and the evidence required can differ significantly between them.

Hostile Work Environment

A hostile work environment exists when conduct based on sex is severe or pervasive enough to alter the conditions of employment. Under California law, even a single incident can qualify if it is sufficiently severe. The conduct can be verbal, physical, or visual and may include unwanted advances, offensive comments, inappropriate images, or unsolicited digital communications. The harasser doesn’t have to be a direct supervisor. Coworkers, clients, vendors, and contractors can all create a hostile work environment.

Quid Pro Quo Harassment

Quid pro quo harassment occurs when someone in a position of authority ties a job benefit or threat to an employee’s response to unwanted sexual conduct. A promotion offered in exchange for a date or a termination threatened after a rejection are recognized examples. The “quid pro quo” element requires authority over employment decisions, so this form typically involves supervisors or managers rather than peers.

Who California Law Protects

FEHA’s anti-harassment provisions apply to employers of any size, which is broader than federal Title VII in this respect. Protection extends beyond full-time employees to applicants, unpaid interns, volunteers, and independent contractors. Same-sex harassment and harassment based on gender identity or gender expression are explicitly prohibited. California law also bars employers from retaliating against anyone who reports harassment or participates in a harassment investigation.

Filing Deadlines & the CRD Process

Before filing a lawsuit in California state court, an employee must first file a complaint with the California Civil Rights Department (CRD). Under AB 9, which took effect January 1, 2020, employees have three years from the date of the alleged harassment to file that complaint. Once the CRD issues a right-to-sue notice, the claimant has one year to file in court. Federal claims filed with the Equal Employment Opportunity Commission carry a shorter deadline. Because California has its own anti-discrimination enforcement agency, employees here generally have 300 days from the date of the alleged conduct to file an EEOC charge. These timelines make early consultation important even when a decision to file hasn’t been made yet.

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How Wood Litigation, APC Approaches Sexual Harassment Cases in San Francisco County

We represent both employees and employers, which means we understand how each side builds and evaluates its case. That dual perspective informs our strategy from the first conversation.

For employees, we assess the strength of the claim, the likely timeline before the CRD or EEOC, and the range of remedies that may realistically be available. For employers, we evaluate whether existing policies and procedures are likely to hold up under California and federal scrutiny and advise on response steps consistent with legal obligations.

Every matter we take is prepared as though it will go to verdict. Greg Wood’s more than twenty years of experience in San Francisco and Bay Area courts drives the meticulous case preparation that has earned referrals from other senior attorneys. Whether a case resolves in mediation or requires a full trial in San Francisco Superior Court, we’re ready for either outcome.

Practical Next Steps for Employees & Employers

The actions taken in the days and weeks after a harassment incident can significantly affect the strength of a claim or a defense. Here’s what the process typically looks like and what to consider at each stage.

Steps for Employees

Document incidents in writing as soon as they occur. Include dates, times, locations, what was said or done, and the names of any witnesses. Preserve copies of relevant emails, text messages, or other communications. Reporting through the employer’s internal procedures can be a meaningful step, though it isn’t always legally required before pursuing a claim. If internal reporting doesn’t resolve the situation or results in retaliation, the formal process begins with filing a complaint with the CRD before a lawsuit can be filed in court. Waiting too long can result in losing the right to pursue a claim.

Steps for Employers

California law requires employers who receive a harassment report to take prompt and appropriate corrective action. Employers of five or more employees are also required to provide sexual harassment prevention training to both supervisory and nonsupervisory staff. How an employer responds to a complaint can significantly affect its liability exposure.

Potential Outcomes & the Value of Early Consultation

A successful sexual harassment claim may result in back pay, front pay, emotional distress damages, attorney fees, and in some cases punitive damages. The appropriate path depends on the specific facts, the evidence preserved, and how the legal process unfolds. An early consultation with a sexual harassment attorney in San Francisco County can clarify your options before positions become fixed.

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At Wood Litigation, APC, we're always ready to take your call! Give us a call at (415) 936-0300 or fill out the form below to contact one of our team members.

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