Site Map

• Home
• Firm Profile
• Partners
  • Darren M. Harris
  • Stan A. Grombchevsky
• Practice Areas
• Workplace Sexual Harassment
  • FAQ
    • Are Sexual Harassment Complaints Confidential?
    • Can I Be Fired if I Report Sexual Harassment?
    • Have You Been the Victim of Sexual Harassment?
    • Sexual Harassment vs Sexual Assault
    • What is Sexual Assault?
    • What Qualifies as Unwelcome Conduct?
  • Sexual Innuendo
  • Sexual Intimidation
  • Sexual Joking
  • Sexually Explicit Email Harassment
  • Sexually Explicit Pictures
  • Unwanted Physical Contact
  • Unwanted Sexual Advances
  • Demands for Sexual Favors
  • Sexual Abuse
• Employment Law
  • Discrimination Claims
  • Employer Duty to Accommodate Medical Conditions
  • Gender Discrimination
  • Hostile Work Environment
  • Retaliation Claims
  • Severance Agreements and Lay-Offs
  • Unpaid Overtime
  • Whistleblower Claims
  • Wage and Hour Claims
  • Wrongful Termination
  • Workers’ Compensation
• Personal Injury
  • Auto Accidents
  • Bicycle Accidents
  • Brain Injury
  • Catastrophic Injuries
  • Construction Accidents
  • Elder Abuse
  • Dog Bites
  • Motorcycle Accidents
  • Premises Liability
  • Product Liability
  • Sexual Abuse
  • Truck Accidents
  • Spinal Cord Injuries
  • SUV Accidents
  • Tread Separation
  • Wrongful Death
• Insurance Law
  • Bad Faith Insurance
• Civil Litigation
  • Business & Contract Disputes
  • Construction Defects
  • Real Estate Litigation
• Case Results
• Testimonials
• So Cal Law Blog
  • 2022
    • April
      • Hostile Work Environments: What You Should Know
    • February
      • Sexual Harassment in the Remote (Online) Workplace
  • 2017
    • November
      • Types of Sexual Harassment
    • October
      • Sexual Harassment can Occur in any Type of Workplace
    • September
      • Speaking Out Against Sexual Harassment
  • 2016
    • April
      • Connect with Us Online
    • January
      • Non-Sexual Hostile Conduct as the Basis for a Sexual Discrimination Claim
      • Verbal Harassment & Displays of Offensive Materials
  • 2015
    • December
      • "Reasonable Victim Standard" & "Hostile Work Environment"
      • Pervasive Conduct
      • Severe Conduct
    • November
      • Informative Workers' Rights Event Coming Soon to Los Angeles
    • October
      • Stress Caused by Supervisor Not a Protected Disability
      • Clarifying the Hostile Work Environment Claim with Regard to Isolated Racial Slurs
      • Delineating the Distinction Between Employees & Independent Contractors
    • March
      • How Do I Report Sexual Harassment?
    • January
      • USSC Will Review the Scope of Pregnancy Discrimination Act
  • 2014
    • December
      • Senate Bill 292: Amendment to California's Fair Employment and Housing Act
      • Legal Effect of Berman Waivers on Arbitration Agreements
      • CA Supreme Court Opinion Clarifies Scope of Franchisor Liability
      • USSC Looks to Employment Discrimination Statutes to Define "But For" Causation in Criminal Case
    • October
      • What is Elder Abuse?
      • How to Spot Nursing Home Neglect
    • March
      • Interns & Sexual Harassment: Are You Protected?
  • 2013
    • November
      • Types of Sexual Harassment
  • 2012
    • November
      • History of Allegations of Sexual Abuse Against the Boy Scouts of America
    • October
      • Tolling the Statute of Limitations when Sexual Abuse is Alleged
    • September
      • Arbitration Clauses
      • Class Certification is Properly Denied
      • Employer Exercising Option Not to Renew Contract Cannot be Sued for Wrongful Termination
      • Waiving Class Arbitration for Wage and Hour Class Actions
      • Whistleblower Doctor Not Required to Exhaust Administrative Remedies
      • Ruling of "Fair" on Consent Decree Not Enough when Third Party Impacted
    • August
      • Employee Exhausts Administrative Remedies
      • Spouse has Valid Loss of Consortium Claim in Latent Injury Case
      • Assessing One-Way Fee Shifting Provision
    • July
      • Special Employment Allows for Recovery Under Workers' Comp and FELA
      • FEHA Complaint is Verified by Attorney Even When it Lacks a Signature Line
      • Insurance Claims Adjusters Are Production Workers
      • Housing Projects Funded by Public and Housing Funds are not Exempt from Prevailing Wage Law
      • Social Security Disability Insurance Deductions from Long Term Plans
      • Pharmaceutical Sales Reps are Outside Salesmen and Don't Get Overtime
      • Employer's Failure to Promptly Compel Arbitration is a Waiver of that Right
      • Refusing to Sign Disciplinary Form is Misconduct
      • Arbitration Clause is Enforceable in Class Action Against Former Employer
    • June
      • Civil Service Reform Act Provides Exclusive Avenue for Judicial Review
      • Internet Criticism of Former Employer is Constitutionally Protected Speech
      • The Requirements of Establishing Prima Facie Age Discrimination
      • Hostile Work Environment Sexual Harassment
      • Breach of Collective Bargaining Agreement
      • Quid Pro Quo Sexual Harassment
      • Successor Business Liable for Predecessor's Wage law Violations
      • Retaliation and Bona Fide Partners
    • May
      • Healthcare Services and Overtime
      • Overtime and Arbitration Clauses
      • Prevailing Party and Attorney's Fees in Rest Break Cause of Action
      • Union Membership and Wage Claims
      • Employer-Employee Relationship Required to Allege a Labor Code Wage Dispute
    • April
      • A Successful Reformation Action Requires a Showing of Intent
      • Trial Court can Look at all Relevant Evidence When Making a Determination
    • March
      • The Importance of Admissions in the Judicial Process
      • Government License Required to Provide Direct Mental Health Care
      • Contractual Employment
    • February
      • Public Safety Officers and the Right to Review Personnel Files
      • At-Will Employment
      • City Must Give Notice To Remove the Police Chief
      • Employee Benefits Reserved for those Employees in an "Employer-Employee" Relationship
    • January
      • December 20th, 2011: National Labor Relations Act protection can be lost by an employee's outburst if the court determines the s
      • Employment Discrimination Suit Barred Against a Church due to Ministerial Exception
      • December 14, 2011: Paying out-of-state plaintiffs overtime does not violate Due Process Clause or Dormant Commerce Clause.
      • December 13, 2011: Religious Association is not liable for wrongful termination where employee's termination was due to violatio
  • 2011
    • November
      • Pregnancy Discrimination
      • October 20th, 2011: Sexual Conduct must be Pervasive to Prevail in a Hostile Work Environment Claim
    • October
      • Employers are not Required to Indemnify a Former Employee's Attorney's Fees When the Employer Successfully Defends Claims
      • Plaintiffs must have a Triable Issue to Pursue Discrimination Claims
      • One-Strike Rule Does Not Discriminate Against Recovering Drug Addicts
    • September
      • Pickups are not Compensation
    • August
      • Employees on Medical Leave only protected for 12 weeks
      • Law School Grads Exempt from Overtime Pay
      • Prevailing Employers Can Recover Costs
      • "Me-too" evidence was erroneously excluded
      • After-acquired-evidence doctrine bars claim where employer would have to refuse to hire on other grounds
      • Sabbatical program did not qualify as vacation
      • Employer denies employee due process
      • Sufficiency of ability to pay wages
      • Prevailing Wage Law
    • June
      • Welcome to our So Cal sexual harassment blog.
• Irvine
  • Irvine Civil Litigation Lawyer
  • Irvine Employment Lawyer
  • Irvine Personal Injury Lawyer
  • Irvine Wrongful Termination Lawyer
• Areas We Serve
  • Orange County
  • Anaheim
  • Burbank
  • Commerce
  • Costa Mesa
  • Garden Grove
  • Huntington Beach
  • Long Beach
  • Newport Beach
  • Los Angeles
  • Orange
  • Riverside
  • Pasadena
  • Santa Ana
  • Tustin
• Resources
• Contingency Fees
• Site Search
• Site Map
• Privacy Policy
• Contact Us