Best Sexual Harassment Lawyers in Burbank

About Sexual Harassment Law in Burbank, United States

Sexual harassment law in California applies to many workplaces and settings in Burbank, and it is primarily enforced under the California Fair Employment and Housing Act (FEHA). FEHA prohibits unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates a hostile work environment or that discriminates based on sex. The law covers employers, labor organizations, employment agencies, and the housing context in many circumstances.

In practice, Burbank employers with California employees must address harassment promptly and effectively. If harassment is occurring, victims can file complaints with state agencies and may pursue claims in civil court. Federal protections, including Title VII of the Civil Rights Act, can also apply to larger employers, adding another layer of potential remedies. These laws work together to protect residents of Burbank in work, housing, education, and public accommodations.

“Sexual harassment is illegal and a form of sex discrimination under federal and state civil rights laws.”

Why You May Need a Lawyer

• Supervisor harassment followed by retaliation - A Burbank employee faces repeated lewd comments from a supervisor and then loses a promotion after reporting the behavior. A lawyer helps preserve evidence, navigate internal investigations, and pursue FEHA or Title VII claims if retaliation occurs.
• Persistent coworker misconduct with no adequate response - Ongoing inappropriate remarks by a coworker create a hostile environment, yet the employer delays or refuses to take corrective action. An attorney can demand proper investigations and preserve rights to remedies.
• Harassment in a temporary or gig role - A contract worker in Burbank experiences sexual advances and is misclassified to avoid workplace protections. A lawyer can assess classification issues and statutory coverage under FEHA and related laws.
• Harassment affecting housing or tenants - A tenant or prospective tenant faces sexual harassment by a landlord or property manager. California housing protections may apply, and a lawyer can evaluate claims under FEHA and related housing rights statutes.
• Harassment in an educational setting - A student or staff member at a Burbank school or district experiences harassment. Title IX and state education protections may apply, with remedies including investigations and policy changes.
• Digital harassment that interferes with work - Harassment via email, text, or social media has created a demonstrated hostile environment at a Burbank workplace. Legal counsel can help document communications and pursue appropriate claims.

Local Laws Overview

The following laws govern sexual harassment in Burbank, reflecting both state and federal frameworks commonly invoked in this jurisdiction.

• California Fair Employment and Housing Act (FEHA) - Gov Code 12940 et seq. FEHA prohibits harassment based on sex and other protected statuses in employment and housing contexts. It applies to most employers operating in California, including those in Burbank, and it provides for remedies such as damages, injunctive relief, and attorney fees in certain circumstances. Recent updates emphasize online harassment and broader protections for protected classes, including gender identity and pregnancy.
• Title VII of the Civil Rights Act of 1964 This federal law prohibits employment discrimination based on sex and related characteristics for employers with 15 or more employees. Enforcement is handled by the U.S. Equal Employment Opportunity Commission (EEOC). In California, FEHA often provides the broader state-law framework, and Title VII remains a key federal backstop for larger employers.
• Title IX of the Education Amendments Act of 1972 Title IX prohibits sex-based discrimination in education programs that receive federal funding. It applies in Burbank schools and districts, alongside state education protections that require schools to address harassment promptly and equitably.

Recent trends in California enforcement include stronger emphasis on digital harassment and clearer guidance on investigations and remedies under FEHA and Title IX. For current guidance, agencies such as the California Civil Rights Department (CRD) and federal agencies provide up-to-date requirements and resources. Source: California Civil Rights Department (CRD), California Department of Fair Employment and Housing, and EEOC.

“Harassment based on sex is a form of discrimination that violates civil rights laws.”

Frequently Asked Questions

What constitutes sexual harassment under FEHA in California?

FEHA covers unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature that creates a hostile work environment or results in discrimination based on sex. Harassment can be by a supervisor, coworker, or non employee in some contexts, and it may include online conduct.

How do I know if Title VII applies to my situation in Burbank?

Title VII applies to employers with 15 or more employees in the United States. If your employer meets this threshold, you can pursue federal claims in parallel with state FEHA claims, potentially increasing your remedies.

What is the difference between a hostile work environment and quid pro quo harassment?

A hostile work environment involves unwelcome conduct that unreasonably interferes with work or creates a toxic atmosphere. Quid pro quo harassment centers on a submission to or rejection of sexual advances as a condition of employment benefits.

How much time do I have to file a harassment complaint in California?

Time limits vary by claim type and forum. State FEHA complaints typically must be filed with the California Department of Fair Employment and Housing within one year of the harassment, while federal EEOC charges may have different timelines. Consult an attorney promptly to avoid missing deadlines.

Do I need a lawyer to file a harassment complaint?

While you can file complaints on your own, an attorney helps preserve evidence, navigate internal investigations, and evaluate whether to pursue state or federal claims or settlement options.

Is harassment in a housing context covered by FEHA?

Yes, FEHA protections can extend to housing contexts, including landlord and property manager conduct that discriminates or creates a hostile environment. Other housing rights may also apply under state Civil Code and Unruh rights.

What about harassment in a school or university setting?

In educational settings, Title IX applies to institutions receiving federal funds. Schools must investigate and address harassment while providing safe educational environments for students and staff.

Can I recover attorney fees in a harassment case?

California law allows for attorney fee shifting in many discrimination cases. If you prevail or settle under FEHA, you may be able to recover some legal costs depending on the circumstances.

How long does a typical harassment case take to resolve?

Resolution timelines vary widely based on case complexity, agency processing times, and court calendars. A straightforward internal investigation may settle in weeks; court resolutions can take months to years.

What is the difference between reporting internally and filing a charge with a government agency?

Internal reporting initiates the employer’s investigation; agency charges begin formal enforcement proceedings. Agencies may offer mediation and outside remedies, while internal processes focus on workplace policy changes.

Do I need to document every incident in detail?

Yes. Keep dates, times, places, people involved, witnesses, and any communications. Documentation strengthens your complaint and helps enforcement agencies and lawyers build a case.

Additional Resources

• California Civil Rights Department (CRD) CRD enforces FEHA across employment, housing, and public accommodations; provides complaint intake, guidance, and resources for claimants. Website: civilrights.ca.gov
• U.S. Equal Employment Opportunity Commission (EEOC) Federal agency enforcing Title VII and related protections; offers guidance, intake, and enforcement for workplace harassment claims. Website: eeoc.gov
• California Department of Fair Employment and Housing (DFEH) State agency administering FEHA guidance and complaint processes prior to CRD integration. Website: dfeh.ca.gov

Next Steps

1. Document the harassment immediately: note dates, times, locations, people involved, and any witnesses. Save emails, texts, and messages.
2. Identify the context: determine if the issue involves employment, housing, education, or public accommodations to pursue the correct claim path.
3. Consult a California-licensed attorney specializing in harassment and civil rights law in the Burbank area for a free or low-cost consultation.
4. Decide whether to file with a government agency (CRD or EEOC) and begin internal investigations with your employer or housing provider.
5. Assess comparative remedies: demand corrective actions, training, policy changes, and, if warranted, pursue damages and fees through FEHA or Title VII/IX claims.
6. Prepare a timeline and collect supporting documents: incident logs, witness statements, medical or counseling records if relevant, and any relevant contracts or leases.
7. Act promptly to preserve rights: do not delay filing deadlines or investigations, and seek legal counsel to coordinate strategy and evidence preservation.