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Teren Law Group. P.C.
Free Case Evaluations Available Call Us Now At 310-870-0375
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Free Case Evaluations Available Call Us Now At 310-870-0375

Strong Legal Advocacy In The Workplace & In The Courtroom

Proudly Helping Employees Across All Walks Of Life

We Put Your Interests First

A Record Of Success At Trial

A Personal Approach To Your Case

Strong Legal Advocacy In The Workplace & In The Courtroom

Close Guidance After Sexual Harassment In Southern California

Employees who suffer sexual harassment may be left wondering what to do next or where they can turn for help. At Teren Law Group, our founding attorney Pamela Teren has effectively resolved sexual harassment cases for over 25 years. She will work closely with you to provide strong legal counsel and fearless advocacy, both in and out of the courtroom.

What Employees Should Do After Sexual Harassment

Every sexual harassment case in California is unique and requires a personalized legal strategy. That said, there are common elements employees should understand.

Important steps for a sexual harassment claim include:

  1. Reporting the issue: When employees are sexually harassed at work, they should report incidents of sexual harassment to employers as quickly as possible. Employers must have a written anti-harassment policy in place. This document should outline whom an employee can speak with. Typically, employees can turn to either a supervisor or human resources. While employees can report sexual harassment either verbally or in writing, a written report is better because it establishes proof if the claim ends up in court.
  2. Documenting everything: Memories can fade over time, which is why it is important to keep detailed documentation of the issue. Employees should maintain a list of offending conduct, as well as any illicit texts, photos or another evidence. To help ensure everything proceeds correcting with the claim, employees should document everything they send to their employer.
  3. Notifying employer of ongoing adverse actions: If continued negative actions occur, employees should report these to an employer, too. Failing to report these adverse actions can allow an employer to claim that the employee was okay with the conduct.

Contact Us To Schedule Your No-Cost Case Review

Our lawyer works hard to stop unlawful behavior and hold the responsible parties accountable for their actions. To learn more, schedule a free, confidential meeting in Redondo Beach online or by calling 310-870-0375.