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.
May 30, 2019
What Is “quid Pro Quo” Sexual Harassment?
Most Long Beach residents have heard the adage, “there ain’t no such thing as a free lunch.” People understand this to mean that they cannot get something for nothing — there is always a price. When it comes to employment, workers believe this refers to the fact that they only get paid if they perform their job duties. Unfortunately, some workers end up finding out that a superior expects something else, and that something else could constitute “quid pro quo” sexual harassment.
This type of sexual harassment occurs when a superior demands some sort of sexual favor in exchange for a raise, a promotion, a good work assignment or some other work benefit. It can also work the other way. That superior could demand sexual favors in exchange for not firing, reprimanding or providing a poor review to an employee. It should be noted that the perpetrator and victim do not have to be of the opposite sex for this or any other type of sexual harassment to occur.
In any case, it is against the law. Long Beach residents do not have to put up with this type of behavior, especially from a superior. Most companies have a policy and procedure for making complaints regarding quid pro quo sexual harassment, and that is often the first place to start. If the complaint is not satisfactorily handled, it may be necessary to go outside of the company for help.
In addition to suffering from sexual harassment, many people in this position end up facing retaliation and possibly even termination just for speaking up for their rights. Those individuals ought to know that those actions also violate employee protection laws. Anyone with questions regarding this or any other type of harassment or discrimination should feel free to discuss the matter with an attorney to gain an understanding of his or her rights and legal options.
How many times have you wondered if you’re getting paid your fair share? Do you think you’re underpaid because of your race, sex, gender, disability, or even your prior salary history?
If you cannot work because you’re injured/sick or you need to care for a qualifying family member, eligible employees (those who worked more than 1,250 hours in the year prior for an employer with 5 or more employees) are eligible for up to 12 weeks of Family and Medical Leave (FMLA) and/or California Family Rights Act protected Leave (CFRA).