Guide to Workplace Harassment in California with 25 Examples

What is considered harassment in the workplace in California?

Under California law, workplace harassment is defined as unwelcome conduct in the workplace, based on a protected characteristic, such as sex, race, age, disability, or sexual orientation, that is severe or pervasive enough to create a hostile or abusive work environment, or that results in an adverse employment decision, such as termination, demotion, or denial of promotion.

In order for behavior to be considered workplace harassment under California law, it must be both unwelcome and objectively offensive. This means that the behavior is offensive to a reasonable person in the same circumstances, and not simply a matter of personal preference or taste.

Examples of California Workplace Harassment

Examples of workplace harassment can include verbal or physical conduct, such as sexual advances, racial slurs, or physical intimidation, as well as nonverbal conduct, such as displaying offensive materials or making threatening gestures. Below is an ongoing list of examples of workplace harassment under California law.

1. Making derogatory comments or jokes about an employee’s race, gender, sexual orientation, religion, national origin, age, disability, or other protected characteristic.
2. Engaging in unwelcome physical contact, such as touching, hugging, or kissing, without consent.
3. Making unwanted sexual advances, propositions, or requests for sexual favors.
4. Displaying sexually suggestive or explicit images or materials, including on a computer or mobile device.
5. Using racially charged or derogatory slurs or epithets.
6. Making offensive comments or gestures about an employee’s physical appearance or personal characteristics.
7. Intimidating or bullying an employee through verbal or physical means.
8. Making threats or using coercion to force an employee to comply with demands or engage in certain behaviors.
9. Spreading rumors or gossip about an employee, particularly regarding their sexual or romantic relationships.
10. Creating a hostile work environment through persistent or severe harassment, even if the harassment is not directed at a specific individual.
11. Sabotaging an employee’s work or reputation through malicious gossip or false accusations.
12. Excluding or ostracizing an employee from social or professional events.
13. Making derogatory comments or taking adverse action against an employee who complains about harassment.
14. Retaliating against an employee who refuses to engage in harassing behavior or reports harassment.
15. Creating a hostile work environment based on an employee’s marital status, pregnancy, or caregiving responsibilities.
16. Harassing an employee through text messages, emails, or social media platforms.
17. Harassing an employee during job interviews or employment screening processes.
18. Using racial or ethnic stereotypes to denigrate or humiliate an employee.
19. Refusing to provide reasonable accommodations for an employee’s disability or religious practices.
20. Subjecting an employee to unwanted or unnecessary scrutiny, such as monitoring their computer or phone usage.
21. Failing to take prompt and appropriate action to address harassment complaints.
22. Requiring an employee to engage in sexual activity as a condition of employment or advancement.
23. Denying an employee a promotion or other employment opportunity based on their protected characteristics.
24. Making derogatory comments about an employee’s sexual orientation or gender identity.
25. Engaging in quid pro quo harassment, where an employee is offered or denied employment benefits in exchange for sexual favors or other inappropriate conduct.

It’s important to note that this is not an exhaustive list, and there may be other behaviors that qualify as sexual harassment under California law.

Example Scenarios of Workplace Harassment

Scenario #1

Person A and Person B work together in the same department of a company. Person A is in a managerial position, while Person B is a subordinate. Over time, Person A starts exhibiting inappropriate behavior towards Person B. This behavior includes making unwanted sexual advances, propositions, and requests for sexual favors.

For instance, during team meetings, Person A frequently comments on Person B’s physical appearance, making lewd remarks about their clothing or body. Person A also sends explicit messages to Person B on work-related communication channels, suggesting that they engage in sexual activities outside of work. Furthermore, Person A continuously insists on going out for dinner or drinks alone with Person B, making it clear that they have romantic intentions.

Person B feels extremely uncomfortable with Person A’s behavior and finds it increasingly difficult to focus on work. They experience anxiety, stress, and a loss of motivation due to the persistent harassment. Despite the discomfort, Person B initially hesitates to report the issue due to fear of retaliation or negative consequences for their career.

However, recognizing the seriousness of the situation, Person B eventually decides to document the incidents, including dates, times, and details of each inappropriate encounter. They then report the harassment to the human resources department, providing the evidence they have collected. The company launches an investigation into the matter to ensure a fair and thorough assessment.

Upon investigation, it is determined that Person A’s behavior indeed violated the company’s policies on harassment and created an intimidating, hostile, and offensive work environment for Person B. As a result, disciplinary actions are taken against Person A, which may include reprimands, mandatory training, suspension, or even termination, depending on the severity of the offense and the company’s policies.

In this example, Person A’s persistent and unwelcome sexual advances, propositions, and requests for sexual favors created an environment of harassment for Person B, which ultimately led to their decision to report the behavior and seek resolution through appropriate channels. It’s important to remember that workplace harassment is a serious issue, and everyone has the right to a safe and respectful work environment.

Scenario #2

Person A and Person B are colleagues working in the same department of a company. Person A holds a higher position, while Person B is an employee. Over time, Person A starts engaging in racial harassment towards Person B.

Person A frequently makes derogatory comments about Person B’s race, using racial slurs or offensive stereotypes. They mock Person B’s cultural practices and belittle their achievements based on racial biases. Person A also consistently assigns Person B menial tasks or undesirable assignments, solely based on their race, while giving preferential treatment to other colleagues.

Additionally, Person A deliberately excludes Person B from team meetings, social events, or important discussions, simply because of their race. They undermine Person B’s contributions, dismiss their ideas, and often interrupt or talk over them during conversations. This consistent pattern of racial harassment has a severe impact on Person B’s confidence, emotional well-being, and job satisfaction.

Person B, feeling distressed and marginalized, decides to address the issue and seek resolution. They start documenting the instances of racial harassment, noting down dates, times, and specific details of each incident. Person B then brings this matter to the attention of their supervisor or the human resources department, providing the documented evidence.

Upon receiving the complaint, the company initiates an investigation into the racial harassment allegations. They conduct interviews with both Person A and Person B, as well as any potential witnesses. The company takes this matter seriously and ensures confidentiality and a fair assessment of the situation.

Following the investigation, it is determined that Person A’s behavior violated the company’s policies on racial harassment. The company takes appropriate disciplinary actions, which may include counseling, mandatory sensitivity training, suspension, or even termination, depending on the severity of the offense and the company’s policies.

In this example, Person A’s racially discriminatory behavior created an environment with workplace harassment for Person B, negatively impacting their well-being and job satisfaction. It emphasizes the importance of addressing racial harassment in the workplace and taking necessary actions to ensure a respectful and inclusive environment for all employees.

Scenario #3

Person A and Person B work together in a professional setting. Person A is a supervisor, while Person B is an employee. Over time, Person A starts engaging in harassment towards Person B based on their LGBTQ identity.

Person A frequently makes derogatory comments about Person B’s sexual orientation, using slurs, stereotypes, or offensive jokes. They openly express homophobic views, mock LGBTQ individuals, or question the validity of their relationships. Person A may also spread rumors or gossip about Person B’s personal life, specifically targeting their LGBTQ identity.

In addition to verbal harassment, Person A may intentionally exclude Person B from professional opportunities or social events based on their sexual orientation. They may assign them menial tasks, deny them access to important information, or undermine their contributions solely because of their LGBTQ identity. This persistent pattern of discrimination and harassment deeply affects Person B’s well-being, job satisfaction, and professional growth.

Feeling distressed and marginalized, Person B decides to address the issue and seek resolution. They start documenting instances of harassment, recording dates, times, and specific details of each incident. Person B then reports the harassment to their supervisor, the human resources department, or follows the appropriate reporting procedures within the organization.

The company responds to the complaint by launching an investigation into the allegations of harassment. They conduct interviews with Person A, Person B, and any potential witnesses, ensuring a fair and thorough assessment of the situation. The company upholds a commitment to maintaining a safe and inclusive work environment.

Upon completion of the investigation, it is determined that Person A’s behavior violated the company’s policies against discrimination based on sexual orientation. The company takes appropriate disciplinary actions, which may include counseling, mandatory diversity and inclusion training, suspension, or even termination, depending on the severity of the offense and the company’s policies.

In this example, Person A’s harassment based on Person B’s LGBTQ sexual orientation created a hostile work environment, negatively impacting their well-being and professional growth. It highlights the significance of combating LGBTQ discrimination in the workplace and ensuring equal treatment and respect for all employees, regardless of their sexual orientation.

When Should I File a Workplace Harassment Claim in California?

If you believe that you have been subjected to workplace harassment, it’s important to take action promptly. Here are some steps you can take:

1. Report the harassment to your employer: In California, employers are required to have a policy for preventing and addressing workplace harassment, and you should follow the procedures set out in that policy. You should report the harassment to your supervisor, HR representative, or other designated person, in writing if possible, and keep a copy for your records.
2. Keep a record of the harassment: It’s important to document any incidents of harassment, including dates, times, locations, and details of what was said or done. You should also keep any emails, text messages, or other communications that relate to the harassment.
3. Seek support: Workplace harassment can be very stressful and can have a significant impact on your well-being. You should consider speaking to a trusted friend, family member, or therapist for emotional support.
4. Consult with an attorney: If you believe that your employer has not taken appropriate action to address the harassment, or if you have suffered adverse employment actions as a result of reporting the harassment, you may want to consult with an attorney who specializes in employment law. They can help you understand your legal rights and options for pursuing a claim.

It’s important to note that there are strict time limits for filing a workplace harassment claim in California. The deadline for filing a complaint with the California Department of Fair Employment and Housing is generally one year from the date of the alleged harassment. However, it’s recommended that you take action as soon as possible to preserve your legal rights and protect yourself from further harm.

Consulting With a Lawyer to See if You Have a Valid Case

A lawyer can help you understand your legal rights and options for pursuing a claim, and can provide guidance on how to document the harassment, negotiate with your employer, and file a complaint with the appropriate agency. They can also represent you in court or in settlement negotiations.

It’s important to note that there are strict time limits for filing a workplace harassment claim in California, so it’s recommended that you take action as soon as possible to preserve your legal rights and protect yourself from further harm.

Get Connected With a Workplace Harassment Lawyer Near You Today

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