Sexual Harassment: When You Should Talk to a Lawyer California’s many wine companies make up almost 90% of wine production in the United States, and once you’ve had a glimpse of the luscious, never-ending green stretches of vineyards, you wouldn’t question its Mecca status of wine production for a second. Some of the major wineries in California are Buena Vista, Korbel, Blackstone Winery, Bridlewood Estate Winery, Chalk Hill Winery, Beringer Vineyards, Arrowood Vineyards, Conn Creek, Alderbrook Vineyards and Winder, Folie a Deux Winery and many more. But on a darker note, just like any company, with such a large and growing industry, there comes the unfortunate greater possibility of sexual harassment within the workplace. The result of numerous companies is more employees, which means a potential higher risk of being subject to sexual harassment.

While California Labor Law Employment Attorneys Group wishes sexual harassment to be a thing of the past, the reality is, many people face sexual misconduct daily. Some very concerning statistics prove that sexual harassment is still very prevalent in the work place. At least 25% of women have experienced sexual harassment at work. That’s a shocking one in four women. The devastatingly high percentage of between 87% and 94% of employees who experience sexual harassment do not file a formal complaint. These numbers should not cause a shortage of concern, and we at the California Labor Law Employment Attorneys Group believe each and every individual that is a victim of sexual harassment deserves a voice. This evident lack of voices being heard right now makes a wine company sexual harassment lawsuit even more invaluable to the progress of creating a healthy workplace environment.

Sacramento sexual harassment attorney

Sexual harassment defined by the Equal Employment Opportunity Commission (EEOC) is any unwanted sexual advance, requests for sexual favors, or other verbal or physical conduct that is sexually related. These can be explicit or implicit and must interfere with an employee’s ability to do their job or create a hostile work environment. Sexual harassment can occur regardless of job status or gender, meaning it does not have to happen solely between opposite sex coworkers, and it’s not always between someone of a higher and lower ranking. There are two kinds of workplace sexual harassments. The first is called quid pro quo harassment, which is when someone is given job benefits based on the admission of sexual harassment. The other is a hostile work environment, where someone is made to feel uncomfortable by another person or persons and is prevented from being able to do their job effectively. There are also multiple facets of sexual conduct: verbal or written, physical, nonverbal, and visual. An example of a verbal sexual misconduct could be making an inappropriate comment about a person’s body. A physical example of sexual misconduct could be inappropriately touching a person’s body, kissing, groping, and so on. A nonverbal action could be looking up and down a person’s body or making inappropriate sexually suggestive gestures. Finally, an example of a visual sexual misconduct could be sharing picture or videos of a sexual nature. All of these actions are considered a sexual misconduct if they are unwanted by the victim. Get paired with one of California Labor Law Employment Attorney’s Group’s sexual harassment lawyers to sue a wine company for sexual harassment. Workplace sexual harassment lawyers will be able to help you better understand what type of sexual harassment you experienced and what the next steps are for suing your boss for sexual harassment.

If you are still unsure if your sexual harassment allegations are valid, there is an easy way to break down the definition to clarify any grey areas of thought. There are two different factors that are required to consider an action or actions sexual harassment, according to the law. These two do not have to be in conjunction with each other. To be considered sexual harassment, the action could include one factor or the other, or both. The first factor is that it is severe in nature. So, a single small comment or action is usually not considered harassment, and is not usually warranted to take to court, but if the conduct is something much more severe such as rape, then that would be considered sexual harassment. For a sexual act to be pervasive it has to happen over a certain period of time. The actions may be small, but if they are consistent, then they are classified as pervasive and can be viewed as sexual harassment. Now that you know the two ways in which something can be considered sexual harassment, you can better determine if filing a law suit is the next step to take. If you are a wine company employee who feels as if you have been sexually harassed, it’s time to connect with an attorney who can file a lawsuit against your workplace or employer for sexual harassment.

Can My Employer Demote Me Because I Reported Sexual Harassment?

Your rights are important, and you should understand how you are protected under each specific law. Employees of wine companies are most likely protected from sexual harassment under either Title VII of the 1974 Civil Rights Act or California’s Fair Employment and Housing Act (FEHA), or both. Title VII prohibits employment discrimination based on a person’s race, color, religion, sex, or national origin. Sexual harassment is categorized under discrimination of sex, and employment discrimination is described as anything related to hiring, firing, compensation, terms, conditions, privileges of employment. You are protected under Title VII of the Civil Rights Act if your wine company employs 15 or more people. The FEHA extends to companies that employ only 5 or more employees. The act makes it illegal to discriminate in the work place against any one that is under a protected category. Protected categories according to the law are race/color, ancestry/national origin, religion/creed, age (over 40), mental and physical disability, sex or gender, sexual orientation, gender identity or gender expression, medical condition, genetic information, marital status, and military or veteran status. Just like Title VII, sexual harassment is illegal under the protected status of sex. The Department of Fair Employment and Housing even plans to implement a new training rule by January of 2020 which would require all supervisory employees to go through 2 hours of classroom training, and non supervisory employees at least 1 hour of training, within the first 6 months of being hired. This training must continue once every two years. Just like the act, these regulations would apply to any company with 5 or more employees. Nevertheless, it’s important to stand up for your rights, and it may be time to file a sexual harassment lawsuit against a winery. The statute of limitations requires you to file your complaint within one year of the allegations, so time is of the essence if you are serious about seeking justice.

Los Angeles sexual harassment attorney

A sexual harassment lawsuit against a California winery should not be scary. Wine companies are prohibited by law to retaliate anyone who has filed a charge. If you have been fired for suing for sexual harassment, then you may have a winery wrongful termination lawsuit on hand. You are completed protected under the law to pursue your case against a wine company, and it’s completely unlawful for them to fire you. If this is your current situation you may also be facing a combination of law suits: wrongful termination and sexual harassment. Therefore, it’s important you meet with one of our sexual harassment attorneys who can sue a winery for wrongful termination and sexual harassment. Do not let wine companies intimidate you out exercising your rights.

Employees of wine companies like Raymond Vineyards, Sonoma Cutrer, Clos du Bois, Frei Brothers, EOS Estate Winery, Chateau St. Jean, Atalon, Pratz & Hall, Chimney Rock Winery, and Montevina Winery are protected under State and Federal laws from sexual harassment. California Labor Law Employment Attorneys Group takes sexual harassment allegations very seriously. With some of the best winery sexual harassment attorneys in California, there’s a possibility of receiving recovery in the form of back pay, front pay, hiring or reinstatement, promotion, out-of-pocket expenses, policy changes, training, reasonable accommodations, damages for emotional stress, punitive damages, and attorney’s fees and costs. At California Labor Law Employment Attorney’s Group you will be matched with an experienced winery workplace sexual harassment lawyer in Los Angeles, California. We believe finding a discrimination attorney should not be difficult. That is why we offer a free consultation and a zero-fee guarantee. You will not be required to pay anything unless your case is won. Come in to our office today or give us a call to begin the process of healing.

Target Sexual Harassment Attorney in California

Our current cultural climate has opened up a gateway to spearheading the perpetrators that sexually harass. We can no longer sit back and let employers and companies violate our rights. It will take a group effort to come together and you can be part of this movement by taking legal action to not only mend your wounds, but put sexual harassers in their place. California Labor Law Employment Attorneys Group is on your side; the law is on your side. Take advantage of the times and speak up not only for yourself, but for those who did not have the privilege of our current climate to safely voice their sexual harassment stories. Together, we can change those disheartening statistics and close the chapter on negative stigmas attached to filing sexual harassment lawsuits. Together, we can take down sexual harassment in California wineries.

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