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On Behalf of Lyon Legal, P.C. Dec. 10, 2019

Vape Company JUUL at Center of Sexual Harassment Suit

There are several laws in place that exist to protect employees in various aspects while at work. For example, employees shouldn’t have to face sexual harassment while on the job. Despite these protections, each year employees across California still have to file complaints of sexual harassment with the Department of Fair Housing and Employment. One woman recently filed such a complaint saying that she experienced sexual harassment at her job with the well-known vaping company, Juul.

The woman alleges that three different male employees made suggestive comments to her, touched her without permission and made unwanted sexual advances. She also claims that when she brought her concerns to management, they didn’t follow up with any sort of investigation. She alleges that executives retaliated against her by creating untrue rumors that she was having an inappropriate relationship with a company vendor and that she shared confidential company information with a former employee of Juul.

She says that her position was eventually terminated and that she believes it was due to her reporting the sexual harassment. She filed a complaint against Juul shortly afterwards and received a right-to-sue notice in accordance with California law. Representatives for Juul say that her claims are without merit and that the employee didn’t make these claims until several months after she left the company.

No matter what the result of this case may be, employees have every right to a safe work environment. They should never have to face sexual harassment or any other mistreatment from fellow employees, supervisors or other workers. Those here in California who believe they have experienced sexual harassment on the job may want to consult an attorney to determine the best way to hold those responsible fully accountable.



The California Fair Employment and Housing Act (FEHA) protects employees from discrimination, retaliation, and harassment on the basis of their race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, martial status, sex, gender, gender identity, gender expression, age, sexual orientation, or veteran or military status.

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