Sexually Harassing Behavior at Work in Torrance - What to Do?
Feeling uncomfortable or unsafe at work because of someone's comments, gestures, or physical contact is something no employee should have to endure. Yet, many workers in Torrance, California, quietly experience sexual harassment on the job, often unsure of what to do or where to turn. It's a situation that can take a serious toll on your emotional well-being, confidence, and career.
If this is happening to you, know that you're not alone, and more importantly, you have rights and legal protections. Understanding those rights is the initial step toward protecting yourself and taking action.
Defining Sexually Harassing Behavior
Understanding what qualifies as sexual harassment is the first step in knowing your rights and how to respond under both federal and California law.
Legal Definitions under Title VII & FEHA
Sexual harassment is defined by Title VII of the Civil Rights Act of 1964 as requests for sexual favors, unwelcome sexual advances, and other physical or verbal conduct of a sexual nature when:
- Submission to or rejection of such conduct is made either implicitly or explicitly as a term or condition of employment.
- Submission to or rejection of the conduct is used as the basis for employment decisions.
- The conduct has the purpose or effect of unreasonably interfering with work performance or creating an intimidating, hostile, or offensive work environment.
In California, the Fair Employment and Housing Act (FEHA) provides even stronger protections. It applies to employers with five or more employees and prohibits both quid pro quo and hostile work environment harassment. Unlike federal law, FEHA does not require the behavior to be severe or pervasive to qualify as a violation.
Types of Harassment
There are two main types of sexual harassment:
- Quid pro quo harassment: This occurs when job benefits (like promotions or salary increases) are directly tied to submission to sexual advances.
- Hostile work environment: This includes any unwelcome conduct of a sexual nature that creates a humiliating or offensive environment.
Examples of sexual harassment may include:
- Unwanted physical contact, like touching or hugging
- Sexually explicit jokes or comments
- Sharing pornographic material in the workplace
- Pressuring someone for dates or sexual activity
- Spreading rumors about someone’s sex life
Who Can Be Affected
Workplace sexual harassment can happen to anyone. It affects employees, independent contractors, interns, volunteers, and even job applicants. Harassment also occurs between individuals of the same sex, and it is not limited to harassment of women in workplace settings.
The U.S. Supreme Court case Oncale v. Sundowner Offshore Services established that same-sex harassment is also considered sexual harassment under federal law. Everyone has a right to a safe and respectful work environment, regardless of gender identity or sexual orientation.
Recognizing Harassing Behavior in the Torrance Workplace
Sexual harassment in the workplace may appear obvious or be subtle and insidious. It can include:
- Physical conduct (touching, groping)
- Verbal behavior (crude jokes, sexual comments)
- Visual displays (sexually suggestive posters or texts)
- Digital misconduct (harassing emails or messages)
Behavior is considered sexual harassment when it makes a reasonable person feel uncomfortable, threatened, or humiliated. Even if the behavior doesn’t involve direct physical contact, unwanted sexual attention or remarks may still be actionable.
In the Torrance area, common complaints include employees being propositioned by supervisors, receiving sexually suggestive texts after work hours, or enduring regular crude comments disguised as "jokes."
Immediate Steps to Take If It Happens to You
If you're experiencing sexual harassment at work, knowing what to do at the moment can make a big difference. Here are practical steps you can take to protect yourself and begin addressing the situation.
Prioritize Safety & Emotional Well-Being
First, acknowledge your feelings. If you feel unsafe, anxious, or violated, your reaction is valid. Consider speaking with a therapist, a trusted friend, or a support group. Organizations like the National Sexual Assault Hotline (800-656-HOPE) are available 24/7.
Document All Details
Documentation is critical. When harassment occurs, write down what happened:
- Who was involved?
- What exactly was said or done?
- Where and when did it happen?
- Were there any witnesses?
Save emails, text messages, photos, or any form of evidence. Back up files of your work devices, preferably in a personal cloud account or external drive.
Communicate Your Boundaries Clearly
Tell the harasser that their conduct is unwelcome. This doesn't have to be confrontational. You can write something like, "Your comment made me uncomfortable, and I'd appreciate it if you didn't say that again."
Making your stance clear strengthens your legal position and documents your response if the harassment continues.
Report Internally
Use your company’s HR channel to submit a formal written complaint. If HR is unresponsive or complicit, escalate the matter to senior leadership.
Ensure that your complaint is:
- Clear and detailed
- Dated and signed
- Sent to the right person or department
Retain a copy for your records.

Employer Obligations Under California Law
While employees have the right to speak up, employers in California also carry clear legal responsibilities to prevent, address, and remedy sexual harassment in the workplace.
Prevention & Training
Under FEHA, California employers with five or more employees must provide sexual harassment prevention training. Supervisors must receive 2 hours of training every two years, and non-supervisory employees must receive at least 1 hour.
Prompt Investigation & Remediation
Once a complaint is received, the employer must take immediate and appropriate action. This includes:
- Investigating the claim thoroughly
- Interviewing all parties
- Taking disciplinary measures if harassment occurred
Failure to act appropriately can result in legal liability for the employer.
Anti-Retaliation Duty
It is illegal for an employer to retaliate against you for reporting sexual harassment. If you face demotion, termination, or a hostile work environment after filing a complaint, you may have grounds for a separate retaliation claim.

What to Do If the Employer Fails to Act
If your employer ignores your complaint or fails to take meaningful action, you still have options to protect your rights and pursue justice through other channels.
Escalate Internally
If your employer fails to investigate or act, you can raise your complaint to a higher-level manager or corporate compliance officer. Make sure your escalation is also documented.
File with State & Federal Agencies
You can file a complaint with:
- California Civil Rights Department (CRD) – formerly DFEH
- EEOC (Equal Employment Opportunity Commission)
These agencies allow you to obtain a Right-to-Sue letter, which is required before filing a civil lawsuit.
Consult Employment Counsel
Legal professionals like Employee Law Group can guide you through this process, ensure deadlines are met, and develop the strongest legal case possible. Our attorneys can negotiate on your behalf or prepare to litigate if necessary.
Litigation & Settlement
Many sexual harassment cases are settled before trial. However, litigation may yield:
- Compensatory damages (emotional distress, lost wages)
- Punitive damages
- Injunctions or court orders to stop future harassment
Confidentiality agreements often follow settlements, but they can include non-disparagement clauses that affect your ability to speak about the case.
Dealing with Retaliation
If you’re facing retaliation for reporting harassment, that’s illegal.
Examples of retaliation include:
- Being demoted
- Getting fewer hours or poor performance reviews
- Being excluded from meetings or communications
Document these actions, escalate internally, and contact the EEOC or CRD to file a retaliation claim.
Healing & Support During & After the Process
Experiencing sexual harassment often takes a heavy emotional toll. Many people suffer from anxiety, depression, and feelings of isolation.
Helpful coping strategies include:
- Therapy or counseling
- Support groups (online or local)
- Journaling to process feelings
- Practicing self-care and setting boundaries
You may also qualify for medical leave or accommodations under the California Family Rights Act (CFRA) or the federal Family and Medical Leave Act (FMLA).
How Employee Law Group Can Help
At Employee Law Group, we focus exclusively on protecting the rights of employees who’ve experienced sexual harassment in the workplace. From your first consultation to resolution, we’re committed to standing with you every step of the way.
Our services include:
- Free, confidential consultations
- In-depth knowledge of California sexual harassment and retaliation laws
- AI-powered case analysis for fast, accurate assessments
- Strategic negotiation and skilled courtroom representation
With offices in Torrance and Sacramento, we’re here to ensure you never have to navigate this process alone.
Frequently Asked Questions
1. What qualifies as sexual harassment in the workplace?
Sexual harassment includes any unwelcome sexual advances, comments, or conduct that creates a hostile or uncomfortable work environment.
This can range from inappropriate jokes and unsolicited touching to pressure for sexual favors or repeated messages of a sexual nature. Both verbal and non-verbal actions may be considered harassment if they affect your ability to work or feel safe at your job.
2. Can I report sexual harassment anonymously in California?
Yes, some workplaces offer anonymous reporting channels, but legal claims typically require your identity for proper investigation and resolution.
While hotlines or third-party systems may let you file an initial complaint anonymously, pursuing a formal complaint through your HR department, the EEOC, or the California Civil Rights Department will generally involve disclosing your identity to ensure due process and appropriate action.
3. What if the person harassing me is not my supervisor?
Harassment is illegal regardless of whether the person is your supervisor, coworker, or even a client. California law protects you from harassment by anyone in the workplace.
Employers are still responsible for investigating and addressing the behavior, even if the harasser isn’t in a position of authority over you.
4. How long do I have to file a sexual harassment complaint in California?
You generally have three years from the date of the incident to file with the California Civil Rights Department (CRD). If you choose to file with the Equal Employment Opportunity Commission (EEOC), the time limit is usually 300 days from the date of harassment. It’s best to act as soon as possible to preserve evidence and strengthen your case.
5. Can I sue my employer for not stopping sexual harassment?
Yes, you can sue your employer if they knew about the harassment and failed to take appropriate corrective action. Employers are legally obligated under California's FEHA and federal law to prevent and address workplace harassment. If they neglect these duties, they may be held liable for damages, including emotional distress, lost wages, and more.
Conclusion
If you’ve been sexually harassed at work, know this: you have legal rights and a support system. No one deserves to feel unsafe in their place of employment.
Sexual harassment is illegal, and California law provides strong remedies to hold employers and individuals accountable.
Reach out to Employee Law Group for a free consultation. Together, we can protect your rights, seek justice, and build a workplace culture based on respect and dignity.
