California law guarantees a workplace free of sexual harassment, and it holds employers responsible when they fail to prevent or stop it. Harassment takes two forms: quid pro quo (a manager conditioning a job benefit on sexual conduct) and a hostile work environment (severe or pervasive conduct that alters the conditions of your job). It can come from supervisors, coworkers, or even non-employees like clients. We handle these matters with discretion and build the record — the reports, the witnesses, the timeline — that an employer can't explain away.
Our attorney
How Mihran M. Ghazaryan helps with sexual harassment
Mihran M. Ghazaryan handles these matters with discretion and care. He preserves the messages, reports, and witness accounts before they disappear, evaluates both the harassment and any retaliation that followed, and holds the employer to its duty to prevent and stop it. He explains your options plainly — including what reporting and not-yet-reporting mean for your claim — and pursues the full range of relief the law provides.
What we handle
Quid pro quo harassment
A supervisor tying a raise, promotion, schedule, or continued employment to sexual demands.
Hostile work environment
Severe or pervasive unwelcome conduct — comments, advances, messages, touching — that a reasonable person would find abusive.
Retaliation for reporting
Punishment after you complained about harassment is itself unlawful, and the timing is often strong evidence.
How we work
- 1
Free, confidential consultation
We listen first and tell you plainly whether you appear to have a claim. The conversation is confidential and there's no fee to have it — and we're careful if you're still employed.
- 2
Preserve the record
Offer letters, handbooks, performance reviews, emails and texts, pay stubs, and a dated timeline. The contemporaneous record is what wins an employment case, so we lock it down early.
- 3
Administrative exhaustion and the demand
FEHA claims generally require a complaint with the Civil Rights Department and a right-to-sue notice first. We handle that step, then present a documented demand to the employer.
- 4
Litigation when necessary
Many matters resolve through negotiation or mediation. When an employer won't be reasonable, we file and prepare the case fully — which is usually what moves the number.
What to do right away
- Save harassing messages, emails, and texts — and screenshot anything that might be deleted.
- Keep a dated log of incidents and who witnessed them.
- Report through your employer's process where safe; their response (or lack of one) matters.
- Preserve everything to a personal account.
- Talk to a lawyer about your options before signing anything or resigning.
The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.