Our Inland Empire sexual harassment and
wrongful termination law firm represent individuals from Mira Loma California and all of the San Bernardino County California. We understand
sexual harassment in the workplace and we understand your California employment rights. If you have been the victim of
sexual harassment in the workplace you need to hire an experienced
sexual harassment lawyer to protect your California employment rights. Have you been subjected to unwanted
sexual comments or unwanted sexual touching in the workplace? Many California employees find themselves in this very position and are uncertain as to what they should do next. Call our
Mira Loma Sexual harassment lawyer today for a FREE
sexual harassment consultation.
Has your Riverside or Mira Loma California employer failed to provide a sexual harassment free workplace? If so, your employer may be violating California employment law as it relates to
sexual harassment. The law offices of Ryan P. McClure is a law firm dedicated to helping individuals bring legal claim against their employers for
sexual harassment and other employment claims. We accept
sexual harassment cases throughout California and
Our Mira Loma Sexual Harassment & Employment Law firm has experience representing current and former employees against employers. We accept all
sexual harassment cases and employment cases on a contingency basis, which means you pay nothing out of pocket for your legal representation by our office and our lawyers will only collect a fee if your are successful in your
Riverside Sexual Harassment case. We always offer a FREE
sexual harassment consultation so call today to protect your legal rights.
The Equal Employment Opportunity Commission or EEOC defines sexual harassment as follows:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.