When Can I File A Sexual Harassment Complaint In Pasadena?

In California, there is a statute of limitations of three years for filing a complaint related to sexual harassment or discrimination. This law, known as Assembly Bill No. 9, came into effect on January 1, 2020. The countdown period starts from the date of the most recent occurrence of sexual harassment. The California Department of Fair Employment & Housing (DFEH) is responsible for investigating and resolving complaints of sexual harassment in the workplace, and the maximum time limit for filing such complaints with this government agency is three years.

Shorter Deadline At The Equal Employment Opportunity Commission

If you plan to lodge a sexual harassment complaint with the Equal Employment Opportunity Commission (EEOC) at the federal level, you will have a shorter time frame to do so than the three-year statute of limitations in California. The majority of cases come under the federal statute of limitations of 180 days, which starts from the date of the last instance of sexual harassment. If you’re submitting a complaint to both the EEOC and the DFEH at the same time, the EEOC extends its statute of limitations to 300 days.

Longer Deadlines For Sexual Assault And Child Sexual Abuse

Compared to sexual assault and child sexual abuse cases, sexual harassment cases in California have a more restricted statute of limitations. For instance, if you’re dealing with adult sexual abuse, you have ten years from the date of the offense to initiate a civil lawsuit against the perpetrator or a third party, like an institution. On the other hand, a survivor of child sexual abuse can bring a civil claim until they turn 40 or within 5 years of realizing that their mental health condition is linked to child sexual abuse, whichever comes later.

Assembly Bill 9 In California

AB 9 was signed into law by California Governor Gavin Newsom on Oct. 10, 2019, and it became effective on Jan. 1, 2020. The law extends the time limit for employees to file a charge of harassment or discrimination with the Department of Fair Employment or Housing (DFEH) to three years. Previously, an employee had one year from the end of the alleged misconduct to file a charge, and then another year to file a lawsuit after receiving a right-to-sue letter from the DFEH.

The extension was specifically designed to assist #MeToo litigants who took longer to process their incidents of workplace sexual harassment than others. By increasing the statute of limitations to three years, AB 9 aims to provide additional protection to employees.

How To Resolve Your Sexual Harassment Complaint

In the event that you receive a notice of right to sue from the DFEH, you’ll need to decide on the outcome you desire from your employer. Your sexual harassment lawyer based in Pasadena can assist you with this decision. They can assist you in being reinstated, guarantee that you’re put back on the track for career growth, and secure compensation for the emotional distress you suffered. Your Pasadena-based attorney can also help you make significant changes to the sexual harassment policy at your workplace.

However, if you’re a victim of sexual assault, it’s essential to involve the police. You should also retain the services of a workplace sexual assault lawyer who can ensure that your criminal complaint is taken seriously and that the person who assaulted you is held accountable.

If you’re a victim of sexual harassment, it’s critical to retain the services of the Sexual Harassment Lawyers of Pasadena to obtain the justice and compensation you’re entitled to.