TABLE OF CONTENTS       PREFACE............................................................................................................................................................................... i     INTRODUCTION................................................................................................................................................................... iii             CHAPTER ONE. WHAT IS SEXUAL HARASSMENT?..................................................................................................... 1     I. Overview.......................................................................................................................................................................... 1 II. Distinction Between Sexual Harassment and Gender Discrimination.............................................................. 2 III. Examples of Sexual Harassment.............................................................................................................................. 4 IV. Examples of Gender Discrimination......................................................................................................................... 8 V. Controlling Law............................................................................................................................................................... 9 VI. Questions and Answers on Specific Examples of Workplace Behavior............................................................. 11     Is teasing sexual harassment?.................................................................................. 12   If an employee eventually has a consensual relationship with the harasser, is it still sexual harassment? .......................................................... 13   Can I sue someone for sexual harassment after ending a consensual relationship?..................... 13   Can one incident constitute sexual harassment?...................................................... 14   My coworker flirts with me at work even through I wish he would not. It makes me uncomfortable. Is this sexual harassment?....................................................................... 15   Can favoritism for one employee due to sexual favors be actionable by other employees? 16       VII. Conclusion..................................................................................................................................................................... 16       CHAPTER TWO. QUID PRO QUO SEXUAL HARASSMENT AND HOSTILE WORK ENVIRONMENT SEXUAL HARASSMENT ....................................................................................................................................................................... 17       I. Introduction.................................................................................................................................................................... 17 II. What is Quid Pro Quo Sexual Harassment?........................................................................................................... 18   A.   What Must You Show to Prevail on a Quid Pro Quo Sexual Harassment Claim?.................................... 19   Case In Point: Unwanted Sexual Propositions in Exchange for Offer of Promotion ................................ 21 III. What is Hostile Work Environment Sexual Harassment? ................................................................................... 23   A.   What Must You Show To Prevail on a Hostile Work Environment Sexual Harassment Claim?........... 25 IV. What is Not a Hostile Work Environment?................................................................................................................ 25     Case In Point: The Friends Case .................................................................................................................... 26 V. Harassment Must Be Based on Gender............................................................................................................... 28   A.   Hostile Work Environment Must Be Based on Gender, But Need Not Necessarily Be Sexual in Nature ............................................................................................................................ 29   Case In Point: Yelling in the Workplace .................................................................................... 30 VI. Sufficiently Severe or Pervasive 32   A.   What is Sufficiently Severe? ........................................................................................................................... 33 B.   What is Sufficiently Pervasive?......................................................................................................................... 34 C.   Is a Single Incident Enough?............................................................................................................................ 35 D.   Look at the Totality of the Circumstances....................................................................................................... 38 E.   Conduct Sufficiently Severe or Pervasive to Create an Unlawful Hostile Work Environment ............... 40     Case In Point: Coerced Sexual Behavior .............................................................................................. 40 Case In Point: Foul Language................................................................................................................. 41 Case In Point: Offensive Sexual References ....................................................................................... 41 Case In Point: Pornographic Pictures ................................................................................................... 42 Case In Point: Nicknames and Centerfolds ......................................................................................... 42 Case In Point: Threatening Stares ......................................................................................................... 42 Case In Point: Verbal Abuse and Touching........................................................................................... 45 Case In Point: Preferential Treatment for Submission ...................................................................... 45 Case In Point: Repeated Requests for Sex .......................................................................................... 46 Case In Point: Vulgar Slurs....................................................................................................................... 47 F.   Conduct Not Sufficiently Severe or Pervasive to Create an Unlawful Hostile Work Environment ....... 47     Case In Point: Rude and Inappropriate Behavior.................................................................................. 47 Case In Point: Offensive Artwork ............................................................................................................. 50 Case In Point: Single Proposition ........................................................................................................... 53 Case In Point: Vulgarity and Nude Pictures............................................................................................ 53 Case In Point: Winks and Proposition.................................................................................................... 53 Case In Point: Touching Hair.................................................................................................................... 53 VII. Indirect Victims................................................................................................................................................................ 54   A.   Where Harassing Behavior Is Not Directed To Offended Employee.......................................................... 54 B.   Favoritism in the Workplace Can Constitute Unlawful Hostile Work Environment Sexual Harassment of Non-Participating Coworkers ............................................................................................... 55 VIII. Same-Sex Harassment................................................................................................................................................ 57   A.   Harasser Same Sex as Victim ......................................................................................................................... 57   Case In Point: Same-Sex Harassment ........................................................................................................... 58 IX. Conclusion..................................................................................................................................................................... 60       CHAPTER THREE. GENDER-BASED DISCRIMINATION: STEREOTYPES AND PREGNANCY .................................... 62       I. Introduction..................................................................................................................................................................... 62 II. What is Gender Discrimination?................................................................................................................................ 63     Case In Point: Acting “Like a Lady” .................................................................................................................. 63   Case In Point: Women with Children .............................................................................................................. 64 A.   Gender Stereotypes: Disparate Treatment...................................................................................................... 64   1. Proving Disparate Treatment: The Prima Facie Case .................................................................................. 65   2. Mixed Motives......................................................................................................................................................... 69   3. Same Actor Evidence........................................................................................................................................... 70 III. Discrimination Based on Sexual Orientation............................................................................................................ 71 IV. Discrimination Based on Pregnancy or Potential Pregnancy................................................................................ 72     Case In Point: Discrimination Based on Potential for Future Pregnancy is Unlawful ............................ 73   Case In Point: Facts Found to Constitute Pregnancy Discrimination ........................................................ 73 V. Pregnancy Leave........................................................................................................................................................... 74   A.   Family Medical Leave Act of 1993...................................................................................................................... 75   1. Eligibility ................................................................................................................................................................. 76   2. Restoration of Position........................................................................................................................................ 76 B.   California Pregnancy Disability Leave.............................................................................................................. 77   1. Eligibility ................................................................................................................................................................. 78   2. Disability Requirement........................................................................................................................................ 79   3. Job Transfer........................................................................................................................................................... 80   4. Reinstatement....................................................................................................................................................... 81   5. Denial of Leave...................................................................................................................................................... 82 C.   California Family Rights Act................................................................................................................................ 83   1. Eligibility................................................................................................................................................................. 83   2. Relationship Between CFRA and PDL............................................................................................................ 84     Case In Point: Leave Policy May Differentiate Between Work-Related and Non-Work-Related   Disabilities, Such as Pregnancy................................................................................................................ 85 VI. Conclusion...................................................................................................................................................................... 87       CHAPTER FOUR. STEPS THE VICTIM CAN TAKE TO CONTEND WITH SEXUAL HARASSMENT ........................... 88       I. Introduction...................................................................................................................................................................... 88 II. Know Your Rights.......................................................................................................................................................... 89 III. Tell the Harasser to Stop.............................................................................................................................................. 89 IV. Report the Incident to a Supervisor or to the Human Resources Department ................................................. 90   A.   Is a Sexual Harassment Victim Required to Make a Complaint to the Employer? ................................. 90 V. Coping with the Stressful Effects of Sexual Harassment....................................................................................... 91 VI. Seek Professional Medical Help................................................................................................................................ 94 VII. Document the Harassment.......................................................................................................................................... 95 VIII. Proving the Harassing Conduct was Unwanted...................................................................................................... 95     Case In Point: Even If Victim’s Conduct was Voluntary, This Does Not Mean the Advances Were Welcome ................................................................................................................................................................ 96   Case In Point: Victim’s Dress and Behavior Relevant to Determination of Whether Advances Were Unwanted ............................................................................................................................................................... 97 IX. Conclusion...................................................................................................................................................................... 98       CHAPTER FIVE. EMPLOYER AND INDIVIDUAL RESPONSIBILITIES .............................................................................. 101       I. Introduction...................................................................................................................................................................... 101 II. Number of Employees Required for Employer Responsibility ............................................................................ 104   A.   California Law: One Employee Required for Sexual Harassment, But Five for Discrimination............ 104 B.   Federal Law: Fifteen Employees Required .................................................................................................... 105 III. Preventive Measures Required by Employers.......................................................................................................... 105 IV. Who is Liable for Sexual Harassment?..................................................................................................................... 108   A.   Summary of Liability........................................................................................................................................... 109   1. Employer Liability................................................................................................................................................ 109   Case In Point: Employer Liable for Harassment of Prison Employee by Prison Inmates................... 113   2. Individual Liability............................................................................................................................................... 116 B.   What is a “Supervisor”?.................................................................................................................................... 118   Case In Point: Person Need Not Be Wholly Responsible for Employee’s Work Product to be Considered Supervisor Under FEHA ............................................................................................................. 120 C.   Liability for Off-Duty Harassment..................................................................................................................... 121   Case In Point: Employer Avoids Strict Liability When Harassment Results From Private Relationship Unconnected with Employment ............................................................................................. 121   Case In Point: Employer Must Take Immediate and Appropriate Corrective Action When Employee Suffers Off-Duty Stalking Plus Less Severe On-Duty Harassment .......................................................... 123 D.   No Individual Liability for Retaliation or Discrimination .............................................................................. 125   Case In Point: Generally, No Individual Liability For Retaliation ............................................................... 125 V. Affirmative Defenses Limiting Liability for Damages When the Victim Delays Reporting the Harassment 127   A.   California Avoidable Consequences Defense................................................................................................ 127   Case In Point: California Affirmative Defense For Harassment Cases .................................................... 129 B.   Federal Defense for Limiting Liability For Damages..................................................................................... 133   Case In Point: Ellerth/Faragher Affirmative Defense Under Federal Law................................................. 134 VI. Punitive Damages......................................................................................................................................................... 135   A.   California Law........................................................................................................................................................ 136 B.   Federal Law ........................................................................................................................................................... 136 VII. Conclusion...................................................................................................................................................................... 137       CHAPTER SIX. RETALIATION.............................................................................................................................................. 139       I. Introduction...................................................................................................................................................................... 139 II. What is Retaliation?....................................................................................................................................................... 140 III. Proving Retaliation........................................................................................................................................................ 142     Case In Point: Totality of the Circumstances Must Be Considered When Determining Whether an Adverse Employment Action Has Been Taken .............................................................................................. 142   Case In Point: United States Supreme Court Rules That Retaliation Includes Acts That Deter Reporting............................................................................................................................................................... 146   Case In Point: Protected Activity Under FEHA: Employee Need Not Necessarily Make a Specific Complaint to the Employer for a Finding of Retaliation ................................................................................ 148 IV. Conclusion...................................................................................................................................................................... 150       CHAPTER SEVEN. INFLICTION OF EMOTIONAL DISTRESS AND OTHER TORTS THE HARASSER MAY HAVE COMMITTED ........................................................................................................................................................................... 152       I. Introduction...................................................................................................................................................................... 152 II. . Intentional Infliction of Emotional Distress ............................................................................................................. 154   A.   Common Law Verses Emotional Distress as Part of Damages for Sexual Harassment Claim ........ 155 B.   Emotional Distress and Workers’ Compensation Law ................................................................................ 156 III. Negligent Infliction of Emotional Distress................................................................................................................. 158   A.   Emotional Distress and Discovery.................................................................................................................... 158 IV. Assault and Battery......................................................................................................................................................... 160 V. Conclusion...................................................................................................................................................................... 160       CHAPTER EIGHT. SO I HAVE A CASE, WHAT NOW? ...................................................................................................... 162       I. Introduction...................................................................................................................................................................... 162 II. Consulting an Attorney.................................................................................................................................................. 163   A.   Administrative Hearings as a Possible Alternative to Litigation in Civil Court .......................................... 164 III. Immediate Next Steps .................................................................................................................................................. 166   A.   Administrative Agency Complaint Requirements .......................................................................................... 166   1 Exhaustion of Administrative Remedies.......................................................................................................... 167   Cases In Point: Sufficient Facts in Complaint ................................................................................................ 168   Case In Point: Sufficiency of Filing For a Charge........................................................................................... 170 B.   Right to Sue Letter Required.............................................................................................................................. 171 C.   Caution Ahead: Statute of Limitations.............................................................................................................. 171   1. Continuing Violations Doctrine.......................................................................................................................... 172   Case In Point: Continuing Violations Doctrine Applied Where Victim Alleged 11-Year Pattern of Sexual Harassment ........................................................................................................................................... 173   Case In Point: Continuing Violations Doctrine and Retaliation ................................................................. 174 IV. Contractual Arbitration................................................................................................................................................. 176     Case In Point: Mandatory Arbitration Agreement Enforceable Only if Fairness Requirements Met.... 177   Case In Point: Consent to Arbitration Agreement Required ....................................................................... 178 V. Conclusion...................................................................................................................................................................... 179       FINAL ADVICE.......................................................................................................................................................................... 181     APPENDIX A: Selected Sections of the Fair Employment and Housing Act ........................................................... 183   Cal. Gov. Code § 12926. Definitions Regarding Unlawful Practices (selected provisions)...................... 184     Cal. Gov. Code § 12926 (c) “Employee”..................................................................................................... 184     Cal. Gov. Code § 12926 (d) “Employer....................................................................................................... 184     Cal. Gov. Code § 12926 (p) “Sex”................................................................................................................. 184     Cal. Gov. Code § 12926 (q) “Sexual Orientation” ..................................................................................... 184     Cal. Gov. Code § 12926 (r) “Supervisor”.................................................................................................... 184 Cal. Gov. Code § 12940. Unlawful Employment Practices (selected provisions)...................................... 184 Cal. Gov. Code § 12945. Pregnancy Disability Leave (selected provisions)............................................... 187 Cal. Gov. Code § 129245.2. Family Rights Act (selected provisions) .......................................................... 188       APPENDIX B: Selected Sections of Title VII.................................................................................................................... 192   42 U.S.C §2000e. Definitions (selected provisions) ....................................................................................... 193     Cal. Gov. Code § 12926 (c) “person”.......................................................................................................... 193     Cal. Gov. Code § 12926 (d) “employer”....................................................................................................... 193     Cal. Gov. Code § 12926 (p) "employee”...................................................................................................... 193     Cal. Gov. Code § 12926 (q) “because of sex” or “on the basis of sex” ............................................... 193 42 U.S.C § 2000e-2. Unlawful Employment Practices (selected provisions) ...................................... 194       ENDNOTES OF CITATIONS................................................................................................................................................... 195
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