Inglewood Sexual Harassment Attorney
Sexual harassment in the workplace is a violation of trust, dignity, and the law. Over 80% of women and 43% of men report experiencing sexual assault or sexual harassment at some point in their lives — and far too often, the perpetrator is someone the victim knows through work. No one should have to endure unwanted advances, degrading comments, or a hostile atmosphere just to earn a living.
At Holtz Matthews LLP, we represent Inglewood employees who have experienced workplace sexual harassment. Attorneys Michael D. Holtz and Jordan Matthews bring extensive employment law experience combined with genuine compassion for every client who walks through our doors. We understand the courage it takes to come forward, and we're here to help you regain your power, tell your story on your own terms, and hold those responsible accountable. Our firm works on a contingency fee basis, meaning you pay nothing unless we recover compensation for you.
Contact us today at (818) 791-0555 to schedule a free, confidential consultation.
We provide a trusted space to discuss your case openly, while also safeguarding your rights, maintaining your dignity and offering the legal expertise necessary to pursue justice.
What is Sexual Harassment?
Under state and federal law, workplace sexual harassment encompasses any unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when submitting to or rejecting the conduct affects an individual's employment, unreasonably interferes with work performance, or creates an intimidating or abusive environment.
Sexual harassment is a form of illegal sex discrimination. It is not limited to physical contact, nor is it restricted to interactions between opposite sexes. Men, women, non-binary individuals, entry-level employees, and corporate executives can all be victims or perpetrators of workplace harassment.
Legally, sexual harassment falls into two main categories:
- Quid pro quo harassment: When employment decisions — such as hiring, promotions, raises, or continued employment — are conditioned on submission to sexual advances or conduct.
- Hostile work environment harassment: When unwelcome sexual conduct is so severe or pervasive that it interferes with an employee's ability to do their job or creates an abusive working environment.
Common Examples of Workplace Sexual Harassment
Workplace sexual misconduct can be blatant or insidious. In Inglewood workplaces, sexual harassment often manifests in the following ways:
- Unwanted physical contact: Groping, cornering, hugging without consent, touching clothes, hair, or body parts, or intentionally blocking an employee's path.
- Verbal misconduct: Making sexually explicit comments, offensive jokes, inquiries into an employee's personal or sex life, graphic descriptions of sexual acts, or inappropriate pet names ("honey," "babe," "sweetheart").
- Visual harassment: Displaying sexually suggestive posters, calendars, cartoons, screensavers, or sending graphic text messages, direct messages, or emails.
- Sexual propositions & pressure: Repeatedly asking an employee out on dates after they have clearly declined, or offering career advancement in exchange for romantic favors.
- Gender-based harassment: Hostile or derogatory remarks that are not explicitly sexual but target an employee because of their sex, sexual orientation, gender identity, or pregnancy status.
- Retaliatory hostility: Punishing an employee with cold treatment, reduced hours, bad assignments, or formal write-ups after they decline a supervisor's romantic advances.
At Holtz Matthews LLP, your satisfaction is our priority! See for yourself what our clients have to say about working with us.
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"Jordan is Extremely Helpful."We must have spoken to 7 different lawyers and Jordan had the best information and most concise plan of action. You can tell he is very knowledgeable in his field.Former Client
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"Hard working, extremely diligent litigator"
Highest ethical and moral standards and someone who actually cares about his clients. In my experience, these are attributes often lacking from Los Angeles litigators.
Former Client -
"Michael is an outstanding attorney."
I have the highest regard for his capabilities.
Former Client -
"Michael is a true gem!"In the very first five minutes of our conversation about my case, it was evident that Michael is different. We hadn't even started, and Michael was on the case, so well prepared, and so familiar with every aspect of the situation. Michael's informed perspective and knowledge of the industry is clear in every assessment he makes, and his wealth of experience saved me from many potential disasters. I am truly grateful to Michael for his generosity, and for him patiently and clearly explaining the important strategic details that ensured the success of my case.Former Client
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"Jordan is a skilled and enthusiastic lawyer that I have had the pleasure of working closely with."I recommend Jordan to anyone who is seeking legal advice in Entertainment.Fellow Attorney in Community
Why Choose Us?
When taking on a powerful employer or high-profile figure, you need trial attorneys with the resources, experience, and tenacity to level the playing field.
- High-Stakes Results: Our attorneys have recovered tens of millions of dollars for clients in complex employment and sexual assault litigation, including multi-million dollar outcomes ($65M, $6.8M, $2.5M, $2.4M, $2.1M, and more).
- Unwavering Client Support: We understand how difficult it is to speak out. We provide a discreet, confidential space where you can share your experience without fear or judgment.
- Trial-Ready Preparation: We prepare every claim as if it will go to trial. This rigorous approach gives our clients maximum leverage during pre-trial negotiations and mediations.
- No Upfront Costs (Contingency Basis): We work on a contingency fee agreement. You pay nothing out of pocket, and we only receive attorney fees if we successfully secure financial compensation for you.
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$65M RESULT
Client was the primary witness for the Wall Street Journal expose, entitled, "Dozens of People Recount Pattern of Sexual Misconduct by Las Vegas Mogul Steve Wynn", resulting in $55 million in fines levied against the company, a $10 million fine against Steve Wynn, and his removal from the gaming industry. The Nevada Gaming Control Board also changed its rules governing gaming licensees.
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$6.8M Result
Client was harassed and manipulated by high-level casino executives and forced to facilitate trafficking of women. The matter was resolved for a high seven-figure sum.
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$2.5M Result
Client was groped and propositioned by a top-level executive of a large multi-national company. The matter was resolved for a multi seven-figure sum.
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$2.4M Result
Client who worked for highly successful celebrity was discriminated against and harassed by company. The matter was resolved for multi seven-figure sum.
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$2.1M Result
Client, a female executive for a major studio and production company, was harassed and sexually assaulted by her male superiors. The matter was resolved for a multi seven-figure sum.
Frequently Asked Questions
Can I file a claim if the harasser was a co-worker rather than my boss?
Yes. Employers are legally obligated to maintain a work environment free from harassment. If a co-worker harassed you, the employer can be held liable if you reported the behavior (or if management should have noticed it) and the employer failed to take prompt, effective action to stop it.
What if I was forced to quit because the harassment was unbearable?
If working conditions become so intolerable that any reasonable person would feel compelled to resign, California law recognizes your resignation as a constructive discharge. Legally, constructive discharge is treated the same as wrongful termination, allowing you to seek lost wages and emotional distress damages.
How long do I have to file a sexual harassment lawsuit in California?
Under California’s FEHA, employees generally have three years from the date of the harassing conduct to file an administrative complaint with the California Civil Rights Department (CRD) and obtain a "Right-to-Sue" notice. Because deadlines can vary—especially for public or government employees—it is best to speak with an attorney immediately.
What if my employer fires or punishes me for reporting sexual harassment?
Retaliation against an employee for complaining about sexual harassment is strictly illegal under California Labor Code provisions and FEHA. If your employer fires, demotes, or penalizes you for speaking out, you can bring an additional claim for unlawful retaliation and wrongful termination.
