Best Sexual Harassment Lawyers in Burbank

1. About Sexual Harassment Law in Burbank, United States

Burbank residents and employers are primarily governed by state and federal laws that prohibit sexual harassment in the workplace. California’s Fair Employment and Housing Act (FEHA) and federal Title VII protections are the core framework for most employment harassment claims. In practice, this means employers in Burbank with five or more employees must address harassment and retaliation and provide a safe work environment.

Harassment can take many forms, including unwelcome sexual advances, requests for sexual favors, or other conduct based on sex or protected characteristics that creates a hostile or intimidating work environment. FEHA also protects employees who complain about harassment from retaliation by their employer or colleagues. For answers tailored to your situation, a local employment attorney can help you map the best path forward.

Recent enforcement trends show California and federal agencies focusing on timely investigations and meaningful remedies for victims. If you work for a company, government contractor, or a local business in Burbank, your rights are typically enforced through state agencies like the California Department of Fair Employment and Housing and, when applicable, federal agencies such as the EEOC. Consult the sources linked below for the most current guidance.

“FEHA prohibits harassment based on protected characteristics and retaliation for reporting harassment.”

Sources for further guidance include the California Department of Fair Employment and Housing and the U.S. Equal Employment Opportunity Commission. These agencies provide intake processes, timelines, and mediation options that often shape how a harassment claim proceeds in Burbank workplaces. DFEH • EEOC

2. Why You May Need a Lawyer

• A Burbank employee experiences persistent harassment by a supervisor who belittles, touches, or makes unwanted advances during on-set production work at a local studio or a facility in the city. Despite internal complaints, the behavior continues and the employer fails to take corrective action. A lawyer can help preserve evidence and navigate FEHA and Title VII claims.

• A job applicant in Burbank is subjected to embarrassing questions about gender or sexual orientation during an interview at a local company. Even if not hired, the applicant may have a viable harassment or discrimination claim under FEHA and federal law, which a lawyer can evaluate and pursue.

• A Burbank employee reports harassment and faces retaliation, such as demotion or removal from high-profile projects. An attorney can assess both harassment and retaliation claims, and advise on internal remedies, mediation, or litigation.

• A contractor working for a Burbank-based employer witnesses harassment by a supervisor toward colleagues. The contractor wants to protect themselves from retaliation or ensure the workplace policy covers non-employees interacting at the job site.

• A former employee seeks damages for wage loss and emotional distress tied to harassment that occurred while employed in Burbank. A lawyer can explain potential economic and non-economic damages, and the appropriate forum for recovery.

• A human resources decision in a Burbank company fails to follow state and federal complaint procedures, risking ineffective handling of the claim. An attorney can push for proper investigation timelines, documentation, and compliance with FEHA procedures.

3. Local Laws Overview

The key protections come from California state law together with federal law. While Burbank does not typically enact unique sexual harassment statutes of its own, local workplaces in Burbank must comply with statewide and federal requirements. The enforcement and remedies available in Burbank therefore flow from the statutes described below.

California Fair Employment and Housing Act (FEHA) - codified in California Government Code sections 12940 et seq. FEHA prohibits harassment, discrimination, and retaliation in workplaces with five or more employees. FEHA covers harassment based on sex, gender identity, pregnancy, sexual orientation, and other protected characteristics, and it applies to most employers in Burbank. California Government Code 12940 et seq • DFEH

Title VII of the Civil Rights Act of 1964 - 42 U.S.C. § 2000e-2. This federal statute prohibits employment discrimination, including harassment, based on sex and other protected characteristics, and it applies to employers with 15 or more employees, including those in Burbank. Title VII overview • EEOC

Important note on training and complaint processes - California has updated anti-harassment training requirements and complaint procedures in recent years. Employers should ensure their training and internal complaint channels comply with FEHA and any applicable updates. See DFEH guidance for current obligations and timelines. DFEH harassment guidance

4. Frequently Asked Questions

What is sexual harassment under FEHA and Title VII?

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that unreasonably interferes with work. Harassment can be by a supervisor or coworker and can occur even if the behavior is not physically coercive. California law also protects against retaliation for reporting harassment.

How do I start a harassment claim in Burbank, California?

Begin by documenting dates, places, people involved, and any witnesses. Contact the California Department of Fair Employment and Housing (DFEH) or the U.S. Equal Employment Opportunity Commission (EEOC) to start an intake and determine the right path for your claim.

When should I file a complaint with a state agency in California?

File with DFEH within one year of the harassment incident in most cases. If you choose federal avenues, EEOC deadlines typically apply, which can be up to 300 days in California depending on state law processes.

Where can I seek compensation for harassment in Burbank?

You may pursue remedies through state FEHA claims, federal Title VII claims, and in some cases civil court. Remedies can include back pay, front pay, compensatory damages, and injunctive relief, depending on the case and eligibility.

Why should I hire a lawyer for a harassment case in Burbank?

A lawyer helps preserve evidence, navigate complex procedural rules, assess available damages, and negotiate with employers or agencies. An attorney can also help determine whether mediation, settlement, or litigation is the best route.

Can I sue my employer for harassment without first filing a complaint?

Often filing with DFEH or EEOC is required before pursuing a private lawsuit, depending on the claims and agencies involved. A lawyer can clarify timing and the proper forum for your situation in Burbank.

Do I need to prove intent to harass to win a claim?

No, intent is not required. Harassment can be established by hostile environment or conduct that is unwelcome, severe, or pervasive enough to alter the terms and conditions of employment.

How long do harassment cases typically take in California?

CA cases vary widely. Administrative reviews can take several months; litigation can take years depending on court dockets, discovery, and settlement negotiations.

Is there a difference between FEHA and Title VII claims?

FEHA applies domestically within California and to California employers; Title VII is federal and applies to federally regulated situations and larger employers. Many cases involve both FEHA and Title VII depending on the employer and jurisdiction.

What evidence is most helpful in harassment cases?

Keep contemporaneous records, emails, text messages, witness statements, meeting notes, and any HR communications. Documentation helps establish the pattern and seriousness of the conduct.

Can I switch from internal HR handling to a legal route later?

Yes, you can pursue a legal route after exhausting internal procedures or if the internal process fails to provide relief. A lawyer can help determine the appropriate timing and strategy.

5. Additional Resources

California Department of Fair Employment and Housing (DFEH) - State agency enforcing FEHA; handles complaints, investigation, and enforcement actions related to harassment and discrimination in California workplaces. www.dfeh.ca.gov

U.S. Equal Employment Opportunity Commission (EEOC) - Federal agency that enforces Title VII and other anti-discrimination laws; offers intake, mediation, and litigation options for harassment claims. www.eeoc.gov

California Legislative Information - Official source for California FEHA statutes, government code provisions, and current legal text. leginfo.legislature.ca.gov

6. Next Steps

1. Document the harassment in detail as soon as possible, including dates, times, locations, and people involved.
2. Assess deadlines for filing with DFEH or EEOC and determine the correct forum with a qualified attorney.
3. Consult a Burbank employment lawyer to review your evidence and outline possible FEHA and Title VII claims.
4. File intake with DFEH or EEOC if advised by your attorney, and monitor responses and timelines.
5. Request a confidential investigation or facilitate mediation if offered by the agency or employer.
6. Prepare for potential litigation, including discovery plans and witness coordination, with your attorney.
7. Regularly review the case status with your attorney and consider settlement options when appropriate.