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Sexual Harassment the Epidemic: Recognition and Prevention

Sexual harassment creates confusion because it blurs the boundary between professional roles and personal relationships. The victim and/or harasser can be a woman or a man and does not have to be the opposite sex. Sexual harassment is a legal term, created for the purpose of ending maltreatment and discrimination against men and women in the workplace. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. According to The Equal Employment Opportunity Commission (“EEOC”), the number of sexual harassment charges increased from 6,883 in 1991 to 15,618 in 1998. The most commonly reported sexual harassment complaints are: an employee being fired or denied benefits for refusing sexual favors, an employee resigns to escape an offensive work environment, and retaliation against employees reporting unwanted sexual advances.
Sexual harassment includes use of sexist terms, comments about body parts, sexual advances, unwanted touching, gestures, taunting, sexual graffiti, and rumormongering about a coworker’s sexual identity or activity. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment. Court decisions have also found that certain types of offensive visual displays in the workplace, such as pornography, can be considered sexual harassment.
Sexual harassment is not only harmful, it’s costly. Prevention is the best tool to eliminate sexual harassment in the workplace. Employers are encouraged to take steps necessary to prevent sexual harassment from occurring. Good policies and procedures provide an effective means for promptly and appropriately responding to sexual harassment complaints. A policy against sex discrimination, particularly one that specifically addresses sexual harassment, is an extremely important method for preventing sexual harassment. This policy should also prohibit retaliation against any person who brings an accusation of discrimination or sexual harassment or who assists with the investigation or resolution of sexual harassment. Find in depth, information and resources for both employees and employers about sexual harassment at http://www.HelmerFriedman.com.

Copyright 2009 Internet Market Consulting. All Rights Reserved.
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Wrongful Termination Lawsuit Filed Against Owner of Popular Los Angeles Restaurants Sushi Roku Katana and Boa

Former employee of Los Angeles based Innovative Dining Group, Inc. (“IDG”) filed a wrongful termination lawsuit.

Laura Holycross the Company’s former Director of Catering and Special Events; alleges that she was wrongfully terminated after she complained that IDG was engaged in illegal and fraudulent conduct including: (1) charging several of its clients for non-existent services and products; (2) hiring undocumented workers so that it could pay them less than it would have to pay individuals authorized to work in the United States and that it paid its workers “under the table” so that it did not have to pay federal, state, and local taxes; (3) refusing to allow its workers to take the meal and rest periods to which they were entitled under California law; (4) instructing its employees, including Ms. Holycross, to falsify and forge legal documents and information that was to be provided to its clients, their lawyers, their security companies, and various police departments; and (5) instructing its employees not to book events that would include African-American and Persian guests.

Commenting about her lawsuit, Ms. Holycross’ attorney, Andrew H. Friedman of Venice-based Helmer Friedman, LLP said “California law clearly prohibits employers, and certainly their highest level officials, from firing an employee for complaining about illegal conduct. We look forward to vigorously representing our client and obtaining the remedies to which she is entitled under the law.”

For additional information contact:
Gregory D. Helmer
Andrew H. Friedman
Helmer Friedman LLP (310) 396-7714 www.helmerfriedman.com

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Wage and Hour Class Action Lawsuit Filed Against Tatitlek Support Services, Inc.

Helmer Friedman LLP Employment Class Action Specialists and The Cowan Law Firm filed a class action lawsuit against Tatitlek for alleged unpaid wages and missed meal periods and rest breaks regarding the personnel that it provided to the Marine Corps at Twentynine Palms. Andrew H. Friedman of Helmer Friedman LLP — 310-396-7714 — invite witnesses with any information to contact us.

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Nationwide Wage and Hour Class Action Lawsuit Filed Against Citibank

Nationwide Wage and Hour Class Action Lawsuit
Filed Against Citibank

March 5, 2009 – Los Angeles, California — Helmer Friedman LLP filed a nationwide class action lawsuit against Citibank for alleged unpaid overtime and other alleged violations of wage and hour laws. The lawsuit alleges that Citibank failed to pay its nationwide Bank at Work Relationship Managers overtime and that it also failed to provide its California Bank at Work Relationship Managers with meal and rest periods and itemized wage statements as required by California law. Anthony Lewis of The Lewis Law Firm and Andrew Friedman of Helmer Friedman LLP invite witnesses with any information to contact us.

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DirectTV Sued for Sexual Harassment

Employee files lawsuit against DirectTV for sexual harassment.

An employee of DirectTV was repeatedly subjected to the deplorable behavior of a fellow employee and upon complaining to the company on numerous occasions he was finally given an ultimatum to transfer or be fired.

Helmer Friedman L.L.P. Sexual Harassment Specialists.

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In The News: Acknowledged Achievements

In the News: Acknowledged Achievements of Helmer-Friedman L.L.P.

PR News Now

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Workplace Violations

The law firm of Helmer • Friedman LLP represents plaintiffs in a potential class action lawsuit against U.S. Remodelers, Inc. and its parent corporation, U.S. Home Systems, Inc. The lawsuit seeks to recover: (1) deductions that were unlawfully taken from the commissions earned by California Sales Associates from July 3, 2003, to the present time; and (2) reimbursements for expenses incurred by California Sales Associates during the same time period.

The lawsuit alleges that U.S. Remodelers unlawfully required that its California Sales Associates “insure” the company against business losses and alleged “overhead” expenses by deducting two types of losses and expenses from the employees’ earned commissions. First, the lawsuit alleges that U.S. Remodelers deducted a co-called “administration” or “permit” fee (typically in the amount of $250.00) from salespersons’ commissions. Second, the lawsuit alleges that U.S. Remodelers deducted amounts from each California Sales Associate’s commission when they under-measured the customer’s kitchen or other area to be re-faced or made other mistakes.

The lawsuit also alleges that U.S. Remodelers failed to reimburse its California Sales Associates for the expenses they incurred in the course of performing their job duties and responsibilities including, among other expenses.

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Sexual Discrimination

A policy against sex discrimination, particularly one that specifically addresses sexual harassment, is an extremely important method for preventing sexual harassment. This policy also prohibits retaliation against any person who brings an accusation of discrimination or sexual harassment or who assists with the investigation or resolution of sexual harassment. Sexual harassment creates confusion because it blurs the boundary between professional roles and personal relationships. If you feel you may be a victim of sexual harassment, The Law offices of Helmer-Friedman has more information and solutions to help employees and employers. They wrote “the book” on employment discrimination law.

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“Super Lawyers” 2008

Law & Politics Magazine and the publishers of Los Angeles Magazine select Andrew H. Friedman and Gregory D. Helmer of Helmer Friedman LLP as 2008 Southern California “Super Lawyers”
Los Angeles, CA (PRWEB) February 5, 2007 — Helmer & Friedman, LLP is very pleased to congratulate both of its founding partners, Andrew H. Friedman and Gregory D. Helmer, on being selected as Southern California “Super Lawyers” for 2008.
Andrew H. Friedman was selected as a “Super Lawyer” in the category of Labor and Employment Law. This was Mr. Friedman’s third year in a row as a “Super Lawyer.” Mr. Friedman literally wrote “the book” on employment discrimination law — Litigating Employment Discrimination Cases (James Publishing, 2005-2007). The book, a two volume 1400 practice guide, is designed to provide the employment law practitioner with strategies, tactics and forms to successfully handle employment discrimination cases from case inception through trial. It can be purchased at http://www.jamespublishing.com/. “We are obviously very pleased to be recognized by my peers as ‘Super Lawyers'” said Mr. Friedman.

Gregory D. Helmer was selected as a “Super Lawyer” in the category of Labor and Employment Law. This was Mr. Helmer’s third time being selected as a “Super Lawyer.” Among other accomplishments, Mr. Helmer has obtained a $1,643,000.00 arbitration award on behalf of an employee who had been discriminated against and harassed because of his age. The landmark arbitration award was, at the time, reputed to be one of the largest ever received by an individual in a discrimination case.

Helmer & Friedman, LLP, located on the boardwalk overlooking the Pacific ocean in Venice, California, represents celebrities, employees, individuals and businesses in a broad array of legal matters, including employment and wage claims, contract negotiations, defamation and privacy issues, entertainment transactions, trademark and copyright infringement, unfair business practices, class actions, whistle-blowing and retaliation, personal injury, sexual harassment, discrimination and elder abuse claims.

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What is Sexual Harassment?

The United States Equal Employment Opportunity Commission (“EEOC”) defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

The Law Offices of Helmer & Friedman LLP are dedicated to ending sexual harassment in the workplace. In addition to assisting people who have been sexually harassed by their current and/or former employer, we counsel employers on how to prevent sexual harassment. In fact, we literally wrote The Book on litigating harassment and discrimination cases.