$15.0M
Recovery for employees denied legally required meal and rest breaks.
Employment
Riverside, CA Sexual Harassment Attorneys
Facing sexual harassment at work in Riverside? At Wilshire Law Firm — an award-winning, nationally recognized team — our attorneys help California workers enforce their rights under state and federal law. Contact us 24/7 for a free case review with a legal professional — there are no fees unless you get paid.
- $3B+RECOVERED
- 7X"BEST LAW FIRM" AWARDS
- 24/7AVAILABILITY & SUPPORT
- 500+LEGAL PROFESSIONALS
Understanding Your Sexual Harassment Case
Explore essential resources on your rights, your options, and what to expect — everything you need to navigate the legal process, all in one place.
California law recognizes two primary forms of workplace sexual harassment: quid pro quo and hostile work environment. Quid pro quo harassment happens when employment benefits are conditioned on sexual conduct, while a hostile work environment involves severe or pervasive unwelcome conduct. California's definition is broader than federal law in several respects and, under the Fair Employment and Housing Act (FEHA), covers employers with as few as one employee for some claims. A legal professional can review your situation during a free case review.
Harassed workers in Riverside can pursue several types of claims. Common examples include a hostile work environment created by comments, jokes, or offensive conduct; unwanted physical contact or advances; requests for sexual favors linked to job security; retaliation after reporting; digital harassment through texts, emails, or messaging platforms; and an employer's failure to investigate complaints. Because every workplace situation is unique, our attorneys can help you identify which claims apply to you.
California workers are protected by both FEHA and Title VII, which apply to Riverside employers regardless of size. FEHA prohibits harassment and requires employers with 50 or more employees to provide sexual harassment prevention training. Before pursuing a civil lawsuit, workers may file a complaint with the California Civil Rights Department (CRD). A legal professional can explain how these protections apply to your case. Employment Lawyer →
A worker generally must file a complaint with the California Civil Rights Department (CRD) within three years of the last act of harassment. After receiving a right-to-sue notice, workers typically have one year to file a civil lawsuit. Timelines may differ when a government entity is involved. Because missing a deadline can end your case, it's best to speak with a legal professional early. Riverside Employment Lawyers →
Wilshire Law Firm is an award-winning, nationally recognized team that handles sexual harassment cases on contingency, which means there are no fees unless you get paid. Our attorneys focus on explaining your rights under California law, outlining the steps involved in a claim, and helping you make informed decisions — all with personalized attention. Your initial case review with a legal professional is always free. Sexual Harassment Lawyer →
Meet Our Sexual Harassment Attorneys
Nationally-Recognized Powerhouse, Fighting for the Justice You Deserve
Our award-winning attorneys have recovered billions for clients while taking on insurance companies and major corporations.
John G. Yslas, Esq.Senior Partner, Chair of the Employment Wage & Hour Class Action Department
Mary Lee Caruso, Esq.Senior Partner
Tyler J. Woods, Esq.Senior Partner
Arrash Fattahi, Esq.Partner
Benjamin Haber, Esq.Partner
Nicol Hajjar, Esq.Partner
Diego Aviles, Esq.Junior Partner
Jeffrey Bils, Esq.Junior Partner
Emily Borman, Esq.Junior Partner
Jose Maria D. Patino, Jr., Esq.Junior Partner
Christina M. LeJunior Partner
William M. Pao, Esq.Junior Partner
Eugene Zinovyev, Esq.Junior Partner$12.0M
Recovery for employees denied legally required meal and rest breaks.
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Past results do not guarantee similar outcomes. Each case is unique and evaluated on its own facts.
How Do I Know If I Have a Sexual Harassment Claim in California?
You may have a valid California sexual harassment claim if you experienced unwelcome conduct of a sexual nature that was severe or pervasive, or that affected an employment decision. Severe or pervasive conduct can create a hostile work environment, while quid pro quo harassment ties job benefits to sexual conduct. Even a single incident may qualify if it is serious enough, though courts generally look at the totality of the circumstances. California's filing deadlines apply, so contact Wilshire Law Firm for a free case evaluation.
Start Your Free Sexual Harassment Case Review
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Record breaking results
Winners of #1 Settlements in California
Our attorneys have recovered billions of dollars, including some of the biggest settlements in California.
17#1 Settlements in California, 2022–2024*
TopVerdict #1TopVerdict.com #1 settlements
1–1 of 17
#1 Truck v. Pedestrian Accident Settlement
2024
#1 Multi-Vehicle Accident Settlement
2024
#1 Equipment Malfunction Settlement
2024
#1 Car v. Stationary Object Collision Settlement
2024
#1 Bus v. Passenger Accident Settlement
2024
#1 Whistleblower Retaliation Settlement
2023
#1 Underinsured Motorist Settlement
2023
#1 Slip & Fall Accident Settlement
2023
#1 Negligent Security Settlement
2023
#1 Ladder Accident Settlement
2023
#1 Hotel Premises Liability Settlement
2023
#1 Car v. Car Collision Settlement
2023
#1 Bicycle Accident Settlement
2023
#1 Pregnancy Discrimination Settlement
2022
#1 Age/Disability Discrimination Settlement
2022
#1 Wrongful Termination Settlement
2022
#1 Meal & Rest Breaks Settlement
2022
*#1 settlements in California have been awarded by TopVerdict.com. Past results do not guarantee similar outcomes.
Sexual Harassment FAQs
Our Most Frequently Asked Questions
We've answered the most common ones below. If yours isn't here, call us — we're available 24/7.
California recognizes hostile-work-environment harassment and quid pro quo harassment, both prohibited by FEHA. Riverside's Inland Empire warehousing, healthcare, and university workplaces can each present these situations across shifts and job sites.
In most cases California does not require you to exhaust your employer's internal reporting channels before filing a complaint with the California Civil Rights Department. How your employer handled any report can still be relevant, so preserve related records.
You generally have three years from the last act of harassment to bring your complaint to the California Civil Rights Department. Because tolling and other rules can change that window, confirm your deadline promptly.
No. California law bars retaliation against workers who report harassment or oppose unlawful conduct. If you were disciplined or terminated after complaining, that may be a separate violation. Workplace Retaliation Lawyer →