What Not To Do If You’re a Victim of California Sexual Harassment

May 12, 2025 | Sexual Harassment in California

If you’ve experienced sexual harassment in the workplace or anywhere in California, you may feel angry, ashamed, humiliated, and afraid to speak up. These feelings may feel overwhelming, but they shouldn’t stop you from taking steps to protect yourself. California has some of the strongest laws in the country to safeguard employees from sexual harassment, and you don’t have to face this alone. Isolating victims into believing they don’t have rights is a common tactic used to intimidate and keep people from asserting their rights. You don’t have to stand alone. 

At Betts Law Group, we are committed to protecting victims of sexual harassment. Our founding attorneys, Thomas Betts and Whitney Betts, bring years of focused experience in California sexual harassment law. We’ve guided clients across a wide range of industries through complex harassment claims, and we’re here to help you navigate your next steps with clarity and confidence.

If you’ve been harassed at work, knowing what not to do can be just as important as knowing what to do. Here’s what not to do if you’ve been harassed in the workplace:

Do Not Delete or Destroy Evidence

You may feel a strong urge to erase offensive messages, inappropriate images, or texts, especially if they feel triggering. However, this evidence could be essential to your legal claim.

Keep the following:

• Emails or messages containing inappropriate comments or requests
• Screenshots of social media messages
• Photos of offensive workplace displays
• Notes or journals detailing incidents
• Calendar confirmations of meetings where incidents occurred

Store everything securely, either in a cloud folder or printed and dated, and back it up if possible.

Don’t Wait Too Long to Speak Up

California law, under Gov. Code § 12960, gives you three years from the last act of harassment to file a complaint with the Civil Rights Department (formerly DFEH). Federal timelines with the EEOC are even shorter. Even if you are not sure you want to take legal action, consulting with an attorney quickly can help guide you so you can make the best decisions for yourself in the short and long term. 

If you delay:

• Key evidence may be lost
• Witnesses may forget or move on
• Your legal options could expire

Act quickly, not only to protect your rights but also to help stop the behavior from escalating or affecting others. While what happened to you is never your fault or obligation to fix, you can empower yourself and others by letting Betts Law Group fight for you. 

Don’t Accept Excuses for Inaction

Many employers try to minimize harassment or deflect blame. Be cautious if you hear things like:

• “He didn’t mean anything by it.”
• “That’s just how she jokes.”
• “They’re not our employee, so it’s not our responsibility.”
• “You’re a contractor, not a real employee.”

California’s Fair Employment and Housing Act (FEHA) applies to:

• Employees
• Interns
• Volunteers
• Independent contractors
• Temporary and seasonal workers

Hence, employers must take action even if the harasser is a client, vendor, or third party. Be bold. Ask them how it is a joke, or how it is funny. Harassment has no logical legal excuse in a majority of instances. 

Don’t Assume You’re the Only Victim

Many people stay silent because they think they’re alone, but harassers often target multiple people. If something feels wrong, there’s a chance others have experienced similar treatment.

Even if:

• The harassment was directed at a coworker
• You were a witness, not a target
• No one else has spoken up

You still have the right to report it. Your report may be the key to uncovering a pattern of misconduct.

Don’t Let Fear of Retaliation Stop You

Retaliation is illegal under Gov. Code § 12940(h). If your employer punishes you for reporting harassment by cutting your hours, demoting you, firing you, or isolating you, you may have a separate legal claim.

The law protects you from retaliation, and at Betts Law Group, we work aggressively to hold employers accountable when they try to silence victims.

Don’t Try to “Handle It Yourself

You might think confronting the harasser or HR privately will resolve the situation. But these informal attempts can backfire if:

• HR is biased toward management
• The issue is downplayed or not documented
• The harasser retaliates before a formal complaint is filed

Instead, you should opt doing the following:

1. Follow your company’s official reporting procedures
2. Document everything
3. Contact an attorney as early as possible

California employers are legally obligated under 2 CCR § 11023 to provide written anti-harassment policies, complaint channels, and a safe reporting process. Betts Law Group can help assess if your policies are legally compliant, potentially finding additional legal theories you can recover on. 

What Does California’s Legal Protections Include? 

Under both FEHA and Title VII of the Civil Rights Act of 1964, sexual harassment is a form of discrimination. California recognizes both:

• Quid pro quo harassment: When job benefits (or threats) are linked to sexual conduct.
• Hostile work environment harassment: When unwanted sexual behavior is pervasive or severe, and interferes with your ability to do your job.

FEHA applies to employers with five or more employees, and even broader protections are in place for workers who might not be fully covered under federal law.

Contact Our Sexual Harassment Lawyers at Betts Law Group Today

You deserve to feel safe, respected, and protected at work. If you’ve experienced sexual harassment in the workplace, don’t let fear, shame, or confusion keep you from asserting your rights. At Betts Law Group, our employment lawyers believe in standing up for those who’ve been mistreated, and we do it with compassion, strength, and purpose. 

Contact us today to schedule a confidential consultation. We’ll help you understand your options and take the next step forward on your terms.

When Trust is Broken: Legal Recourse for Victims of Sexual Abuse by Professionals

Dec 23, 2024 | Sexual Harassment in California

We understand that coming to terms with sexual assault is incredibly difficult, especially when the abuser was someone you trusted. The sense of betrayal, confusion, and shame can be overwhelming. It’s important to remember that what happened was not your fault, and you deserve support and justice. 

It’s a hard truth to accept, but sexual assault can occur even in the places we consider safe. When the perpetrator is a trusted professional like a therapist, doctor, or other professional, the violation cuts even deeper. If you’ve experienced this kind of abuse, know that you’re not alone and there are steps you can take to protect yourself and seek justice.

The experienced sexual assault attorneys at Betts Law Group understand the courage it takes to come forward after such a betrayal. Our attorneys have years of experience advocating for survivors of sexual abuse, and we’re committed to providing compassionate legal representation to get you the justice you deserve.

Understanding Grooming and Its Impact

Grooming is a manipulative process abusers use to gain trust and exploit vulnerabilities in a person. 

In a professional setting, it can be especially insidious because it often intertwines with the guidance or medical care you’re seeking. 

Signs of grooming by a doctor, therapist, or other professional may include:

• Special attention or favors: The professional may make you feel like you’re their favorite patient or offer gifts and special privileges.
• Boundary violations: They might share personal information, initiate contact outside of appointments, or engage in inappropriate physical touch.
• Isolating you from support systems: They may discourage you from talking to friends, family, or other professionals about your relationship.
• Normalizing inappropriate behavior: They might make excuses for their actions, suggest that their behavior is acceptable, or make you question your own perceptions of how they are treating you.

The Lasting Effects of Grooming From a Doctor, Therapist, or Other Professional in California

Being groomed into sexual assault can leave lasting psychological and emotional scars, especially if it is done by a professional that you trust. Survivors often experience:

• Shame, guilt, and self-blame: You may feel responsible for what happened, even though the abuser is the only one at fault.
• Difficulty trusting others: The violation of trust can make it hard to form healthy relationships.
• Anxiety, depression, and PTSD: The trauma of the abuse can lead to mental health challenges.

It’s important to remember that these feelings are a normal response to an abnormal situation, and healing is possible with time and support.

What to Do if You’ve Been Sexually Abused by a Professional in California

If you’ve been groomed and sexually abused by a therapist, doctor, or other professional in California, it’s essential to prioritize your safety and well-being. Here are some steps you can take:

• Document everything: Keep records of appointments, any communication (emails, texts, etc.), and detailed notes about what happened. This documentation is important if you decide to take legal action against your abuser.
• Report the abuse: You can report the abuse to the professional’s licensing board (e.g., the Medical Board of California for doctors, the Board of Behavioral Sciences for therapists) and/or to law enforcement.
• Seek professional support: A therapist specializing in trauma and abuse can provide you with the tools and support you need to heal. Support groups can also be a valuable resource to process your experience.
• Consult with an attorney: An experienced sexual abuse attorney can help you understand your legal options and guide you through the process of seeking justice.

What California Laws Protect Patients and Clients?

California has specific laws in place to protect patients and clients from sexual exploitation by healthcare providers and therapists. These laws recognize the inherent power imbalance in these relationships and the vulnerability of individuals seeking care.

For example, Civil Code Section 43.93 allows survivors of sexual exploitation by a psychotherapist to sue for damages, including emotional distress, pain and suffering, and loss of earnings. Business and Professions Code Section 726 makes it a crime for a physician to engage in sexual misconduct with a patient. Civil Code Section 51.9 allows survivors of sexual harassment in relationships such as client and doctor, lawyer, dentist, real estate agents, or therapists where a power imbalance exists due to the professional relationship involved.

These laws provide a legal way to hold abusers accountable and obtain compensation and justice for survivors. Our experienced team of lawyers can help you understand how these laws apply to your situation and guide you through the legal process.

Contact The California Sexual Abuse Attorneys at Betts Law Group

The compassionate attorneys at Betts Law Group are committed to supporting survivors of sexual abuse. We offer confidential consultations to discuss your case and help you understand your legal options. Contact us today to take the first step towards healing and justice.

What Should You Do if You Were Retaliated Against for Reporting Discrimination or Harassment in the Workplace in California?

Oct 14, 2024 | Sexual Harassment in California

If you have experienced retaliation after reporting workplace discrimination or harassment in the workplace, or asserting any of your legally protected employee rights, you know it can be an overwhelming experience. Retaliation after reporting wrongdoing can leave employees feeling isolated and unsure of their next steps. If you reported what you believed to be a violation of the law, and your employer takes action against you, you have rights.

Our team of California employment law attorneys at Betts Law Group  understand the courage it takes to report discrimination or harassment in the workplace. With years of experience in employment law in California, our team is here to guide you through this challenging situation, ensuring you know your options and the resources available to you if you are experiencing retaliation.

What Constitutes Retaliation in California?

Retaliation occurs when an employer takes negative action against an employee for reporting discrimination or harassment. Retaliation can also occur anytime you assert a legally protected right: such as taking medical or family leave, using sick time, or even going to your child’s school for school activities (depending on employer size) or for a school suspension (regardless of employer size).  Types of workplace retaliation can include:

• Termination
• Demotion
• Reduction in hours or pay
• Change in schedules or assignments
• Negative performance reviews
• Harassment or creating a hostile work environment

Being wrongfully terminated for reporting sexual harassment in the workplace is a serious offense and employers could face legal consequences. Understanding what qualifies as retaliation is crucial, as it shapes the steps you should take to protect yourself and your rights.

Why Do Employers Retaliate in California?

Employers may retaliate for several reasons. Their motivations are often based on a desire to maintain control and a fear of negative consequences. Some of the actions that could trigger retaliation with an employer are:

• Reporting misconduct
• Exercising legal rights
• Lodging complaints 
• Requesting investigation
  

Common reasons why employers may retaliate include:

• Attempting to protect their reputation
• Trying to deter others from speaking out
• Misplaced anger at the employee for “causing trouble”

By recognizing why retaliation in the workplace occurs, you can better advocate for your rights and take the right steps to address the issue. Empowering yourself with knowledge allows you to stand firmly against unjust actions and seek the support necessary to maintain a respectful and fair workplace environment. A lawyer with experience in employment law can help guide you through the process and make sure you have the information you need to move forward.

What To Do After Experiencing Retaliation in the Workplace

The first step to take when experiencing retaliation in the workplace is to make sure everything is properly documented. Documenting workplace retaliation is crucial for several reasons.

First, it creates a detailed record of events which can strengthen your case if you decide to take legal action. Clear documentation, including dates, times, names of witnesses and specific incidents, helps establish a timeline and pattern of behavior. 

Additionally, having thorough notes can be helpful in discussions with HR or legal representatives, ensuring that you present a compelling argument. 

Some additional steps you should take if you are facing retaliation:

• Check your employee handbook or company policies regarding harassment and retaliation. Most organizations have specific procedures for reporting these issues, which can provide a clear framework for what to do next.
• If you feel comfortable, talk to a trusted coworker about your situation. They may have witnessed the retaliation or could provide support. Additionally, their perspective can help you gauge whether your experience is part of a larger pattern within the workplace.
• You may want to report the retaliation to your employer, usually through HR. When doing so, remember to present your documentation clearly, stay professional, and outline the specific instances of retaliation.
• HR often only wants to have these conversations in person, and it is up to you to ensure a written record is made of what was discussed in the meeting where you report. A helpful tip is to write HR an email after the meeting confirming what you reported in the meeting, what you requested, and what HR promised they would do in response. 

Why You Should Hire An Attorney if You’ve Been Retaliated Against in the Workplace in California

Both federal and state laws protect employees from retaliation. The Equal Employment Opportunity Commission (EEOC) enforces these laws, and you may also have additional protections under FEHA and other California laws. These laws can be complex, so hiring legal counsel can make an immense difference in the success of your case. 

If internal reporting doesn’t yield results, you may need to file a complaint with the EEOC, California Civil Rights Department or the California Labor and Workforce Development Agency. This can be an important step in taking legal action against your employer. Filing a complaint may seem intimidating, but an attorney can guide you through the process, helping to ensure that all necessary paperwork is completed accurately, preserves and asserts all rights, and submitted on time.

An attorney experienced in employment law can help you:

• Navigate the complex legal processes
• Understand your rights
• Developing a strong case based on your documentation and evidence

Contact Betts Law Group Today for A Consultation!

At Betts Law Group, we believe that no employee should face these challenges alone.

If you find yourself facing retaliation, contact us as soon as possible. Our team is dedicated to helping you navigate this difficult journey, advocating for your rights and well-being every step of the way. You deserve a safe and respectful workplace, and we’re here to help you reclaim it.

How to Get Compensated for Sexual Harassment in the Workplace in California

Sep 25, 2024 | Sexual Harassment in California

Sexual harassment remains a significant issue in workplaces in California as well as across the United States. Despite legal protections in the state, many people who have experienced sexual harassment in the workplace stay silent due to fear of retaliation or being wrongfully terminated. Employees have the right to feel safe in their workspace, and are entitled to justice and compensation if another employee crosses the line.

The experienced California sexual harassment attorneys at Betts Law Group have years of experience dealing with cases involving sexual harassment in the workplace. We can help you understand your rights under California labor and employment laws and fight for compensation if you have been harassed by supervisors, co-workers or other colleagues.

What Is Workplace Sexual Harassment?

Workplace sexual harassment can encompass any unwelcome sexual advances, requests for sexual favors, or any other conduct of a sexual nature that creates a hostile or offensive work environment. The conduct does not have to be motivated by the harasser’s sexual desires to be sexual harassment.

Sexual harassment can be perpetrated by anyone, regardless of gender, and may involve individuals of the same sex. The harasser could be a supervisor, a supervisor from another department, a co-worker, an agent of your employer, or someone else associated with the company who isn’t an employee.

The key element is that the behavior must be unwelcome. The victim doesn’t have to be the direct target; even bystanders or co-workers affected by the conduct can be impacted. You can file a claim for sexual harassment without having suffered economic loss or being fired.

This behavior can manifest in various forms, including:

• Quid pro quo harassment: Any action that implies that an employee’s job security or a related employment issue is contingent upon them providing sexual favors or complying with sexual demands. The contingent benefit could be promotions, raises, favorable schedules, but something that is related and being offered that the employee believes the harasser is in control of.
• Unwanted physical contact: This can include inappropriate touching, groping, hugging, kissing, or any other physical advance that makes an employee uncomfortable. Even seemingly innocent gestures or touches, if unwanted, can be considered harassment.
• Hostile Work Environment – Sexually suggestive comments or jokes: Creating a hostile work environment by making sexually charged remarks, jokes, or innuendos directed at an individual or group of employees can be considered harassment.
• Hostile Work Environment –  Displaying sexually explicit material:  Putting up sexually suggestive posters, calendars, or screensavers, as well as sharing inappropriate images or videos, can contribute to a hostile work environment.
• Hostile Work Environment – Cyber harassment: Sending unwanted sexually explicit emails, texts, or social media messages to a colleague constitutes harassment, even if it occurs outside of traditional work hours or the physical workplace.

Hostile work environment claims require the offensive behavior or conduct to be so severe or pervasive that it creates an intimidating and offensive work environment such that the harassed employee is unable to perform their job.

The Process for Filing Workplace Sexual Harassment in California

If your employer has a sexual harassment policy, consider taking the following steps:

• Step One: Document the sexual harassment. This includes any texts, emails, notes or even writing down the comments or innuendos made to you, including when, where and who else may have witnessed the conduct.
• Step Two: Follow the internal complaint procedure of your company.This may involve reporting the harassment to your supervisor, human resources representative, or another individual in your organization. Ask your supervisor, HR representative or management for a copy of the policy if you cannot locate it. Make the report, and confirm it in writing if HR wants to meet in person only.
• Step Three: Contact an attorney that has experience in workplace sexual harassment cases. Employment law and sexual harassment laws are complex, and you don’t have to deal with the challenging legal process on your own. An attorney that has experience in this area can explain your rights, the legal options available to you, and help you navigate the often-confusing legal process.
• Step Four: File a formal complaint with the California Civil Rights Department or Equal Employment Opportunity Commission. This can be done online, by mail, or in person. The CRD is the state agency responsible for enforcing laws against discrimination and harassment in the workplace, including sexual harassment and the EEOC is the Federal Agency. You should consult with attorneys before doing so as rights may be waived if done incorrectly. 

How a California Lawyer Can Help with Your Sexual Harassment Case

Consulting an attorney is the best way to ensure you understand your rights and options in your specific circumstances. An attorney that has worked on workplace sexual harassment cases can provide personalized guidance, making sure you fully understand your rights and the available legal avenues in your unique situation. They can help you navigate the legal process, gather evidence, and advocate for your best interests, which can empower you to make informed decisions.

Contact Betts Law Group Today!

If you’ve experienced sexual harassment in the workplace, contact Betts Law Group to determine your options. We have an in-depth understanding of California’s labor and employment laws and can help you get the compensation you deserve. 

If you have been sexually harassed by supervisors, co-workers, or colleagues, we are here to help you understand your rights and fight for the compensation you deserve.