Articles Posted in Sexual Harassment

A woman who used to work as a school counselor in New Mexico has filed a sexual harassment lawsuit alleging that after she ended a consensual sexual relationship with her female boss, she suffered sexual harassment, retaliation and defamation.

Our Rancho Cucamonga sexual harassment attorneys know that many people in this situation shy away from litigation, thinking that they must somehow be responsible for it because they had previously consented to a sexual relationship.
The truth of the matter is that no one agrees to be sexually harassed. No one has the right to threaten you with job loss or other adverse career-related consequences because you won’t engage in sexual activity.

Many companies have internal policies against consensual sexual or romantic relationships between colleagues – especially those where there is an inherently unequal professional gap between the two parties.

Such relationships may be ill-advised, but they don’t necessarily break the law – unless one of the individuals feels in some way coerced or pressured into the relationship. Likewise, if the relationship ends and one party ends up suffering retaliation as a result, that too crosses the legal line.

In this case, the principal and the counselor engaged in a mutually consensual relationship during a work-related trip in early 2011. The relationship spanned about seven months, at which time the counselor decided to end it.

Following that decision, the counselor says the principal became hostile – culminating with the counselor being placed on administrative leave. The counselor says this was at least in part due to the fact that she had ended the relationship.

The school would not comment on the reasons for her being placed on administrative leave, though the superintendent was alleged to have told her it was due to the fact that a complaint was made against her regarding her expressed lack of confidence in the administration.

That was after the counselor, along with two other teachers, contacted police about inappropriate conduct on behalf of a social studies teacher, as reported by students. While police investigated the claims, the counselor says the school never took any action against the teacher. The superintended was said to be upset that the teachers went straight to the police – despite the fact that teachers are required by law to report potential crimes against minors and students to police.

No arrest was made because, while the teacher’s conduct was inappropriate, it wasn’t illegal.

The counselor says her relationship with her bosses deteriorated from there, and she was not only placed on leave but later transferred to another school.

She has filed the suit seeking not only general damages, but also loss of earnings, attorneys fees and other costs.

The U.S. Equal Employment Opportunity Commission indicates that it is illegal for an employer to fire, harass, demote or otherwise retaliate against someone for either filing a discrimination complaint or because they complained to superiors about workplace discrimination or because they participated in a formal investigation.

If you have questions concerning adverse employment action taken against you as a form of sexual harassment or retaliation, please contact us today.
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Two lesbian Los Angeles Police Department officers – one retired – will receive a $1.25 million payout following allegations of severe sexual harassment by a 25-year-veteran sergeant.
Newport Beach Sexual Harassment Lawyer Houman Fakhimi has learned that part of what made this case so solid was the fact that not only did you have two plaintiffs with similar accounts against the same individual, there were numerous other police officers who had not filed suit who were prepared to testify against the sergeant.

According to court documents, the harassment against the two women dragged on for a year and occurred on numerous occasions. During that time, the women were reportedly subjected to a barrage of lewd comments and sexually-charged gestures that specifically referenced their sexual orientation.

It’s worth noting that while no amount of sexual harassment is ok for anyone to endure, these were not to women who could be considered thin-skinned.

For example, the now-retired officer spent years as a closeted gay woman in the U.S. Navy, enduring years of sexual harassment. As her lawyer indicated in describing this situation, “it took a lot” for her to finally say, enough is enough.

How do you know when you’ve reached that point?

In order to answer that question, we must first explore how sexual harassment is defined. It’s essentially a form of sexual discrimination. It is characterized by visual verbal or physical conduct that is sexual in nature, unwelcome, severe or pervasive and affects your working conditions or establishes a hostile working environment.

Conduct isn’t considered sexual harassment if it’s welcome. This is why it’s usually a good idea to clearly communicate your discomfort with the person’s actions, either in writing or verbally, adding that it needs to stop.

In order to pursue litigation, a single incident probably will not be enough to warrant a claim, unless it is severe, such as rape or attempted rape. In those cases, criminal charges would likely also be appropriate.

Otherwise, a single, unwanted request for a date or something of that nature might be inappropriate and it may offend you. However, if it ends there and/or after you have made it clear you want it to stop, then it may not be considered sexual harassment in the legal context.

Some of the questions you may want to kick around as you explore the possibility of filing a lawsuit:

–How long did the harassment go on?
–How many times did these incidents occur?
–Were other people also sexually harassed?
–Would anyone else be able to back your claims?

To be clear, if you answered no to the last two questions, it does not mean you don’t have a case. It just means the case might be wrought with greater challenges, which is all the more reason to hire a legal team with extensive experience.

In the case involving the two homosexual police officers, the police department conducted its own internal investigation, though the results of that were not released publicly. We do know that the sergeant in question resigned shortly after the conclusion of that report.

What is especially troubling to us, aside from the fact that someone who was trusted to uphold the law was so blatant in breaking it, is that it appears the agency acted to protect him. The department reportedly failed to take any official action on the women’s complaints until after they had filed a lawsuit.
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Yoga is taught as a way to help one build strength and find a centering peace.

However, San Bernadino Sexual Harassment Lawyer Houman Fakhimi has learned it was anything but for a young, aspiring yoga instructor who was being trained at the Bikram Yoga facility, where the founder had trained numerous A-list Hollywood celebrities.

The 67-year-old founder is accused of making repeated and aggressive sexual advances at the younger instructor, who was 20 when she first began training at his center, where she worked for four years.

Not only did he sexually harass her, she says, he repeatedly and aggressively groped her. In one instance, in retaliation for her rejections, he reportedly pushed her leg so hard during an assist with a difficult pose that he caused her hamstring to tear. He also allegedly humiliated her in front of other students.

She said she knew of many other women who were struggling with some of the same aggressive behavior. But she claims they too were afraid to say anything, for fear that all they had worked for would be discarded.

It’s unsurprising that she and other young women would have been afraid to speak out, given not only the instructor’s position at the center, but also his many high-profile connections and rave reviews. It was he who held the power to ultimately grant her certification.

Sexual harassers know how to manipulate their victims. They know the power they hold, and they use it to their advantage in any way they can.

The victim in this case says the harassment began just five days into her first teacher training course.

In the middle of class, she says, he approached her and told her they had known each other in a past life. He asked if they should “make this a relationship,” adding that he had never felt this way about anyone else before and that their connection was “amazing.” The young woman says she was frozen with fear by the comments, but managed to sputter out that she had a boyfriend. The instructor said it was not an issue, as he had a wife, who he said was “mean” to him.

That was the end of that conversation – but far from the end of the harassment.

Sometime later, in that same class, the victim says he accosted her in class. He pushed her down toward the floor, pulled her leg and arm apart and pressed himself into her body, while also whispering sexually explicit things in her ear. She was not only frightened, but utterly humiliated.

After that, she says, she complained to the head teacher, who then confronted the founding instructor.

Thereafter, according to the victim, he began to get aggressive in his retaliation. This was when the torn hamstring incident happened. He also at one point publicly declared his “passion” for her. She also began to notice that the founder had taken up a number of strange rituals. Those included having numerous female yoga instructors-in-training brush his hair during classes.

In another incident, the victim says she asked the founding instructor to assess her chances of winning an especially difficult competition. He reportedly responded by grabbing her leg, forcing her down and making sexual demands, telling her he needed someone to love him and have sex with him so that he “wouldn’t die.”

She was able to escape. But after that, she says, he and his wife reportedly blocked her from teaching classes, attending certain advanced seminars and engaging in other similar activities.

Although the setting of the business may differ from most corporate offices, there is no mistaking that, based on her account, what occurred here was cut-and-dry sexual harassment and retaliation.
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Venture capitalist firm CMEA is being sued by three women claiming not only sexual harassment, but retaliation and failure to prevent harassment.
Chino Sexual Harassment Attorney
Houman Fakhimi understands that the three former executive assistants recently filed a 17-page complaint alleging that the former president and COP of the partner conducted himself in ways that were both racially and sexually inappropriate. The case is Dawn-Shemain Weeks, et al. v. CMEA Development Co. LLC.

In fact, this is not the first time such allegations have been lobbed against a larger venture capitalist/tech industry firm, which numerous media reports have noted warrants a closer look at the overall culture of these firms.

For example, in February, the COO of Square resigned amid accusations of sexual harassment, though a lawsuit was never filed. He reportedly denied those allegations and was then hired by another large venture capital firm.

And last year, in another high-profile case, a female junior partner sued Kleiner Perkins Caufiled & Byers alleging that she had suffered gender discrimination and retaliation. That case is still ongoing.

This case was reportedly much more than a single isolated incident, as the firm is attempting to suggest. Among the allegations by all three women, the administrator in question reportedly called one of the female employees a “dirty bird.” He also is alleged to have routinely watched pornography on his work computer and he pestered one of the women about her pubic hair grooming habits.

The women say that the administrative team at CMEA were well aware of this man’s propensity for inappropriate behavior. In fact, all three say they were warned by other higher-ups to stay away from him, as he was “a predator.” This directive insinuates that it is the victim’s responsibility to steer clear of the aggressor, as opposed to the aggressor’s responsibility to maintain an an appropriate and professional relationship. This is simply not the way the law works.

The women say they all three filed a formal complaint with the firm back in April of last year. The administrators appeared to initially take the claim seriously, by hiring an independent human resources firm to investigate the claims. That investigation reportedly resulted in the corroboration of the female employees’ account, and as a result, the administrator was ultimately bought out and dismissed.

However, after that, the female workers’ overtime pay was slashed by more than a quarter, while their workloads increased by nearly 50 percent – a clear indication of retaliation. One of the partners reportedly complained that the women’s complaints had cost the company a great deal of money.

The women say they were ultimately forced to quit, as their pay was no longer adequate.

CMEA denies that the pay cuts were the result of any retaliatory action, but rather stemming from efficiency and economic concerns.

This is a common cop-out given by companies who are trying to avoid admitting when they have wronged an employee who has filed a legitimate complaint. Given in this case that the change just happened to involve the three women who had filed the complaint, the firm’s claim here is tenuous, at best.

No matter the circumstances, a skilled sexual harassment attorney is key to any successful claim.
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The plaintiff in a Southern California sexual harassment claim says the treatment she endured at the hands of her boss was so severe, it literally made her vomit.
After she reported it, she says, she was fired.

Irvine Sexual Harassment Attorney
Houman Fakhimi knows this tends to be the status quo for harassers and the companies for which they work. In environments that harbor that kind of behavior, there is a tendency to try to simply make the victim and the allegations go away, rather than doing the right thing and addressing it head-on.

That’s why it’s also not surprising at all that this is the same company accused of firing two whistleblowers who came forward to report mismanagement of about $1 million in taxpayer funds.

The sexual harassment case involves a woman who previously worked as the secretary for the head of a Medi-Cal Care Commission, overseen by authorities in Ventura County.

She said that at first, her boss was professional, but soon began to take an apparent interest in her career advancement. It wasn’t long though before the questions he began asking of her struck more of a personal tone. They were regarding her appearance, her romantic relationships and her daily bathing rituals.

This alone made her uncomfortable, but those questions were soon accompanied by long, inappropriate stares, particularly at her legs. He routinely began to make comments about her clothing, showering her with compliments and urging her to wear dresses more often.

She didn’t address the issue right away, she says, because she feared losing her job. For this same reason, she said, she participated in his banter disparaging other employees, even though she said it made her uncomfortable.

His behavior toward her began to worsen, she says. He would brush up against her, tough her knees, comment about his desire to role play in a sexual way with her. He told her that she should refer to him as “Sir” or “Boss.” One day when she asked how he wanted his coffee, he responded, “blonde, sweet and strong,” which was a clear reference to her.

This continued when the employee would attempt to change the subject or remind him that she was happily married. She soon found herself avoiding any situations in which she would have to be alone with him. He soon began sending her sexually suggestive e-mails and text messages, asking her to send photographs of herself to him. At one point, he gave her a flash drive containing pornographic movie clips. He later tried to grill her on which ones she preferred.

On one occasion, he asked her to come to lunch to celebrate his birthday – but to tell no one else about it. They went to a nearby book store with a cafe. While there, he reportedly came up behind her, pulled her hair and said crass things to her. When she broke free and ran out the door, he reportedly chased her and began to grope her.

On another occasion, while alone in the elevator, he reportedly spanked her.

This was the incident, she said, that caused her to become physically ill. She said she confided in two HR managers about what was happening, yet nothing was done.

Later, when she filed a formal complaint, one of those HR managers asked to meet with her privately outside the office. At that meeting, the manager reportedly said she could “see why this is exciting” to the employee.

She was subsequently fired.

No one should ever have to endure treatment like this.
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A superior court judge in Los Angeles has dismissed the case of a man who sued his former boss, the previous L.A. schools superintendent, for sexual harassment after finding that the case wasn’t filed in a timely manner. hourglass.jpg

Fontana Sexual Harassment Attorney Houman Fakhimi can’t stress enough the importance of contacting an attorney as soon as possible in these cases – even when you aren’t sure whether you intend to file a lawsuit.

In California, sexual harassment victims may have up to a year to file an administrative complaint regarding the incident with the state’s Department of Fair Employment and Housing, under California Gov. Code Section 12960.

However, sexual harassment victims have just six months from the time of the incident to file a discrimination charge with the Equal Employment Opportunity Commission, which protects the federal right to sue if a complaint isn’t filed with the state DEFH. After that, the individual has between six months and one year from the date of that letter (depending on with which agency the complainant filed) to file a lawsuit. If that administrative complaint isn’t filed soon enough, you won’t be allowed to move forward with your case.

That’s why it is so critical that you meet with an attorney if you are even mulling the possibility of legal action. Failing to do this can result in you missing your opportunity to seek justice.

In this case, the judge took no specific issue with the merit of the claim filed by the former school employee, but instead ruled it simply wasn’t filed in the allotted six-month time frame allowable.

The employee reported that in the summer of 2010, the superintendent invited the male employee to his home where the two engaged in a sex act. The superintendent would later say the actions were consensual, while the employee said that over the course of two days, the superintendent pressured him with unwanted sexual advances and he felt trapped, worried he would lose his job if he did not comply.

Subsequently, the employee told two of his supervisors, who then reportedly failed to take any action for a number of weeks. The officials would later say the employee begged them not to do anything about it. Later, an attorney for the school district reportedly pressured the employee to drop the matter.

However, the intention to file a harassment claim wasn’t filed until the spring of last year – roughly two years after the alleged incident occurred.

Initially the board of education had approved a $200,000 settlement and lifetime health benefits for the employee if he agreed to vacate his post. However, the deal was leaked by officials in the district before it was final, causing the negotiations to break down.

That prompted the case to return to court, where the judge sided with the school’s request to have the case dismissed.

The employee complainant has said he intends to appeal the decision.

If a sexual harassment situation has gone on for an extended period of time, usually we will look to set that statute of limitations from the date of the most recent incident.

No matter what your situation, contact an attorney to learn more about your legal options.
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Many women who have worked to gain access to the video game industry in California and elsewhere are reportedly describing it as “frat boy culture,” rife with sexual harassment, discrimination and sometimes even outright sexual assault. nintendocontroller.jpg

Westminster Sexual Harassment Lawyer Houman Fakhimi knows that this is by no means the only industry to generate this type of reputation, but it has gained attention in recent years, as it has expanded exponentially. It has for years maintained its status as a multi-billion dollar industry, but it’s continuing to grow with the increase of mobile gaming options, with companies headquartered from right here in Orange County all the way to Boston, Mass.

It’s long been a criticism that female characters in video games are hyper-sexualized. However, we heard little from actual women who worked within the industry – which was likely in large part due to the fact that there were so few. Those who were there feared potentially fewer opportunities if they spoke out.

But now, many are coming forward to say they have been often subjected not only to outright discrimination through unequal treatment, but also harassment and hostile working environments.

For an obvious illustration of this, one need look no further than the biggest professional industry convention held last year in San Francisco, where one firm hired topless models to help them network. Other companies hosted parties for professionals – with S&M themes.

It is therefore no great surprise that females account for only about 10 percent of all video game designers and just 3 percent of programmers. Compare this to the general field of technology and graphic design, where women account for about 60 percent of graphic designers and about a quarter of all programmers. What’s more, female programmers are earning an annual salary of approximately $10,000 less than men who are doing the exact same jobs, according to a recent Gamer Developer magazine survey. Female designers make on average $12,000 less.

Still, this was generally unspoken common knowledge, until this past fall, when a number of women in the industry took to Twitter to generate a larger conversation about feeling unwelcome, overlooked and at times (particularly at conventions) even unsafe. Some female designers revealed they had been taunted, propositioned – and even groped.

Some have even gone so far as to say there is a feeling that the industry as a whole is “openly hostile toward women.”

This is, of course, unacceptable. There may be a perception that because the primary target audience of the product is male that a “boys’ club” attitude should be more accepted.

The law would not agree. Title VII of the 1964 Civil Rights Act holds employers responsible to prevent and stop on-the-job sexual harassment. In California, the Fair Employment and Housing Act bars sexual harassment in the workplace. The state law also covers protections for contract workers, as well as direct employees.

It’s worth noting that the majority of large gaming conferences do have sexual harassment policies, with a number of them even outright prohibiting the use of topless or scantily-clad models for use as essential props.

So while some would say improvements have been made over the last few years, it would appear there is still a long way to go.
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Threats of a sexual harassment lawsuit against a former tech-industry mogul have forced the millionaire to step down from his posts, according to numerous news sites.

Irvine Sexual Harassment Lawyer
Houman Fakhimi understand the case presents some interesting issues regarding what sexual harassment is, who victims might be and how these cases should proceed. tirednesssetsin.jpg

The executive in question had previously worked at PayPal and LinkedIn when they were start-ups, but had most recently served as the COO for electronic payment service Square.

According to news reports, the accuser was the former boyfriend of the COO. The pair reportedly met outside of work through a mutual friend and dated for several months. The executive said he encouraged his boyfriend, while they were dating, to apply for a job at Square, where he was later hired. The executive insists that he was never directly in a position of authority over the accuser and that the relationship was at all times consensual.

However, the accuser – who has not yet formally filed a suit – reportedly threatened to do so if the executive did not give him a million-dollar payout.

If this account is true, we want to make it clear that this is not the proper way to go about presenting a successful sexual harassment claim. In fact, it may be considered blackmail, and the accuser could face criminal charges.

No doubt, sexual harassment is an incredibly difficult and emotionally-charged thing to cope with. When you have a legitimate complaint, it can be tempting to lash out on your own with threats against the aggressor and demand immediate recompense. But this is unwise. The first thing to do in any case is to meet with an experienced sexual harassment attorney who can advise you of the proper legal steps you need to take to both end the harassment and, if applicable, obtain compensation for what you have endured.

In this case, Square executives said once it learned the allegations, it launched an immediate investigation, and found no evidence of wrongdoing. However, this is not unusual, as a company is unlikely to find itself liable in an internal probe. It did though accept the COO’s letter of resignation for having exercised “poor judgment.”

Another issue this case brings up is whether someone involved in a consensual relationship with someone who is their boss may file a sexual harassment claim. The answer truly depends on the nature of the relationship, how it began and whether job-related rewards and/or adverse actions were directly tied to sexual activity. Sexual harassment is a form of discrimination, and it’s specifically defined as unwelcome physical, verbal or visual conduct of a sexual nature that creates a hostile working environment.

Many companies have internal policies that prohibit supervisors from being involved in relationships with subordinates for this very reason. It tends to be unwise for a number of different reasons. But if the relationship started as a result of employment promises or threats made to the subordinate worker, indeed, it may be considered sexual harassment.

And finally, another issue this case raises is that of male victims. It’s true that the vast majority of sexual harassment cases have traditionally involved female plaintiffs. Part of the reason for this is that men may be ashamed to admit they have been victimized – regardless of whether the alleged aggressor is a male or female.

That’s beginning to change. Of the nearly 12,700 sexual harassment complaints handled by the U.S. Equal Opportunity Commission in 2009, more than 15 percent were made by male victims. A decade earlier, it was less than 10 percent. So men are certainly beginning to feel more empowered in this regard.

If you have questions about whether what you’re experiencing is sexual harassment, immediately contact an experienced employment lawyer.
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It took 14 long years, but the biggest Burger King franchise owner has finally agreed to a $2.5 million settlement in a sexual harassment case involving 89 employees, only one of whom still works there. saltedhamburgergrill.jpg

Fontana Sexual Harassment Lawyer Houman Fakhimi knows this case was initially much larger, and this payout represents the last of the remaining parties involved.

But the bigger reason this case is significant is that it sends a strong message, particularly to women in the service industries: white collar workers aren’t the only ones who deserve to be treated free from discrimination and harassment. Unfortunately, there tends to be a strong cultural undercurrent in some of these companies that lower-paying jobs mean fewer rights. This could not be further from the truth.

Still, it can sometimes be an uphill battle, and litigants shouldn’t expect immediate results.

What the women in this case found was strength in numbers. And even though it ultimately took more than a dozen years, which is far longer than most of these cases take to reach resolution, persistence paid off – they won.

The franchise firm, which owns nearly 600 stores in 13 states, had been accused of allowing and perpetuating systematic violations of Title VII of the Civil Rights Act of 1964.

The case started back in 1998 in suburban New York. There, a single female worker alleged sexual harassment and filed suit.

This prompted the U.S. Equal Employment Opportunity Commission to launch an investigation, which in turn produced evidence that the company had a practice or pattern of violating the civil rights of its female workers. Women alleged and provided proof that they had been subjected not only to bias in terms of promotions, but also to sexual harassment in the form of unwanted touching and groping, exposure of genitalia, obscene comments and even strip searches and sexual assaults.

With the permission from a federal district court judge in New York, the EEOC filed a sexual harassment and discrimination suit on behalf of 90,000 former and current female employees. The court allowed the agency to contact each of the 90,000 women. The EEOC is on record as saying this action was the most extensive it has ever investigated.

By 2005, the government agency identified more than 500 women it believed had a strong case to support its claims.

Presented with this information, the federal court judge dismissed the case as a class action. What this meant was that each of those more than 500 cases would have to be tried separately.

This was a legal nightmare for both sides, but many of those cases were litigated. Some were dismissed, but many went on to receive summary judgments in favor of the plaintiffs.

So these 89 cases were what was left over.

The company denies it has done anything wrong, but says the cost of continuing to litigate the remaining cases was beginning to be more of a burden than it was worth.

In addition to the payout, the firm has agreed it will do more to prevent sexual harassment in the future, including enhancing and effectively communicating its policies on sexual harassment through clearly established training and procedures. Plus, the firm will have to report the results of its beefed up anti-harassment efforts to the EEOC for the next two years.
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A former police cadet alleges she was forced to quit the academy after suffering sexual harassment at the hands of a high-ranking lieutenant on the force – the second lawsuit involving the same man in six months. light4.jpg

Rancho Cucamonga Sexual Harassment Attorney Houman Fakhimi knows that anytime more than one person steps forward to allege mistreatment, each claim is bolstered. This is why we dedicate a great deal of time to conducting thorough research in preparation for each case. Sometimes, that does mean asking difficult questions of you as well as your current or former colleagues. The end goal, however, is always to secure the greatest amount of compensation for what you have endured.

We’re not surprised that this case involves a police agency. Although such historically male-dominated fields have far greater access and opportunities to female employees than ever before, the bravado that often accompanies such professions is often used as an excuse for untoward behavior. Women in the field are often instructed by superiors to either suck it up, or risk being ostracized.

It takes incredible courage to speak up under these circumstances. We have found when our clients do this, though, they often learn they weren’t alone.

According to the Los Angeles Times, this case stems from an incidents in the Irwindale Police Department, about a half hour outside of Rancho Cucamonga.

In a complaint filed last month in Los Angeles County Superior Court, the former cadet said she started working at the agency back in 2008, when she was 19-years-old. During the time she worked there, she said the lieutenant in question held her hand, kissed her and touched her inappropriately while they were on duty. These incidents happened both in his city-owned cruiser and in his office.

At first, the complainant said she refused his advances. However, as time went on, she said his actions began to create a hostile work environment. He reportedly promised her a full-time, permanent job with the agency if she submitted to him. So, she did. She later said it was her dream to be a police officer. This superior officer knew it, and he used his position to manipulate her and obtain sexual favors.

In her lawsuit, she claims that when she refused his come-ons, he was very “mean” and would make it difficult for her to complete her everyday duties. However, when she submitted, he was exceedingly pleasant to her, and would help her out.

What this case illustrates is that legitimate sexual harassment cases can involve consent. The key in these cases is the imbalance of power, and how that disproportionate power is used in the course of the relationship.

The California Fair Employment and Housing Act gives a host of scenarios that constitute as sexual harassment, which can take on many forms. These definitions include the offer of employment benefits in exchange for sexual favors. It also involves threats or reprisals after a person refuses sexual advances.

The complainant here says that during her four years with the agency, the lieutenant gave her lingerie gift cards worth hundreds of dollars, as well as expensive clothing, jewelry and accessories.

The lieutenant, questioned during a deposition, did not deny that he had given these gifts, but said the two were good friends. He further admitted to lending her money and renting her a condo at below the market value. However, he forced her to move out when he learned she was living there with her boyfriend.

After that revelation, he reportedly told her she had to quit, which she did.

The previous lawsuit filed against this same lieutenant involves a male officer who said he was harassed and given negative performance reviews for voting against a union contract provision that the lieutenant had favored.
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