In California, you have the right to go to work and do your job while free from sexual harassment. You also have the right, if you are the target of sexual harassment, to seek to stop that harassment without suffering reprisals from your employer. That means that you are entitled to say “no,” to complain to your employer’s HR department or to file a harassment lawsuit or claim with the Department of Fair Employment and Housing (DFEH) and your employer cannot punish you for it. That means no firing you, no demoting you, no reassigning you to less desirable work and no cutting your hours. If your employer does engage in these types of actions, you should reach out to an experienced Oakland employment attorney promptly, because those punishments may mean that your employer is liable to you for impermissible retaliation.
S.E. was a teenager working at a drive-in restaurant whose lawsuit presented a case of exactly that sort of retaliation. According to the employee, who was still a minor, her manager made sexual advances toward her and, when she did not accept those advances, he altered the teen’s work schedule to reduce her hours (and, by extension, reduce her income.) The teen informed the employer of the manager’s advances and his retaliation against her after she said no. The employer fired the teen.
That, of course, is one of every workplace sexual harassment target’s nightmares, isn’t it? Too many victims look at their harasser and think that he has far more “pull”/”juice”/power/etc. within the organization than they do, and so they suffer in silence, fearing what would happen to them if they did dare to speak up.