Fresno Workplace Sexual Assault Lawyer
Over 60 Years Fighting for Fresno Workers. No Fees Unless We Recover Compensation.
When sexual assault happens at work, the place where you should feel safe, it can leave you feeling isolated, powerless, and unsure of where to turn. You are not alone, and what happened to you is not your fault. California law provides strong protections for employees, and you have the right to hold responsible parties accountable.
At Manock Law, Attorney Charles Manock and his team represent employees who have been subjected to sexual assault and harassment in Fresno and throughout the Central Valley. We understand the courage it takes to come forward and are committed to providing compassionate, confidential, and tenacious representation. If you’re ready to talk, we’re ready to listen.
Contact Attorney Charles Manock and his team today at (559) 975-1153 for a free, no-obligation consultation.
Understanding Workplace Sexual Assault Under California Law
In California, workplace sexual assault is a severe form of sexual harassment. While “sexual harassment” can include unwelcome comments, jokes, or advances, sexual assault specifically refers to unwanted physical touching of an intimate body part, sexual battery, or sexual violence. Under the California Fair Employment and Housing Act (FEHA), even a single, severe incident of sexual assault can create a hostile work environment, making it illegal for your employer to ignore or tolerate such behavior.
It Can Be a Civil & Criminal Matter
Workplace sexual assault isn’t just a violation of your civil rights; it is also a crime. You have the right to file a civil lawsuit against your harasser and your employer for damages, separate from any criminal charges the district attorney may pursue.
Perpetrators Can Be Anyone
The assailant doesn’t have to be your direct supervisor. They can be a co-worker, a manager from another department, a client, or a customer. Employers have a duty to protect you from harassment by all individuals in the work environment.
Your Employer Is Responsible
Under California law, employers must take immediate, reasonable steps to prevent and correct instances of sexual harassment and assault. Companies with five or more employees are also required to maintain a written anti-harassment policy and provide mandatory harassment prevention training. If they fail in those duties, they can be held liable.
The California Civil Rights Department (CRD), which replaced the former agency effective July 1, 2022, and administers FEHA complaints, is the state agency where employees file administrative complaints before pursuing a civil lawsuit. Consulting a Fresno sexual assault attorney early can help ensure you meet the required deadlines and preserve your right to sue. Our focus is on empowering you through the civil justice system and pursuing the resources you may need as you move forward.
How Our Workplace Sexual Assault Attorneys Can Help You
Navigating the aftermath of a workplace sexual assault is overwhelming. Our role is to lift the legal burden from your shoulders so you can focus on your well-being. We provide support across every stage of your case.
Conducting a Confidential Case Evaluation
We can listen to your story with care and provide a clear-eyed assessment of your legal options, explaining your rights and the paths forward.
Handling All Communications
We can communicate directly with your employer, their lawyers, and insurance companies on your behalf, protecting you from intimidation or pressure.
Filing All Necessary Legal Documents
We ensure that administrative complaints with the California Civil Rights Department (CRD) or the Equal Employment Opportunity Commission (EEOC) are filed correctly and on time, preserving your right to sue.
Gathering Crucial Evidence
Our team collects the evidence needed to build a case, including witness statements, internal company documents, performance reviews, and correspondence.
Negotiating for Full Compensation
We fight for a settlement that accounts for your damages, including lost wages, emotional distress, medical expenses, and, where appropriate, punitive damages.
Representing You in Court
If a fair settlement can’t be reached, we’re prepared to take your case to trial and advocate for you before a judge and jury.
Why Choose Manock Law for Your Case?
Founded in Fresno over 60 years ago, our firm has spent decades practicing in the Fresno County Superior Court system. We know its procedures, and we know its judges. That institutional familiarity, built through generations of local practice, reflects our long-standing presence in the community.
Client-Centered, Compassionate Counsel
We recognize the emotional and professional toll a sexual assault case takes. Our approach is grounded in compassion and respect. We prioritize clear communication so you’re informed and empowered at every stage. Our clients aren’t case files; they’re our neighbors, and we treat them accordingly.
Contingency Fee Representation
Justice shouldn’t depend on your ability to pay. Manock Law handles workplace sexual assault cases on a contingency fee basis: no upfront costs, no attorneys’ fees unless we recover compensation for you.
Frequently Asked Questions
What Is the Deadline for Filing a Workplace Sexual Assault Claim in California?
In California, you generally have three years from the date of the last incident to file a complaint with the California Civil Rights Department (CRD). Once the CRD issues a right-to-sue letter, you have one year to file a lawsuit in court. Missing these deadlines can affect your ability to pursue a claim, so acting promptly matters.
I’m Afraid of Being Fired If I Report the Assault. What Are My Rights?
Retaliation for reporting sexual assault or harassment is illegal. That includes wrongful termination, demotion, reduced hours, or any other adverse action. If your employer retaliates, you can file a separate legal claim against them, which may allow you to seek additional damages. Our attorneys can advise you on how to protect yourself from the moment you reach out.
What Kind of Compensation Can I Receive in a Lawsuit?
Victims can seek compensation for a range of damages, including:
- Economic damages: lost wages, future lost income, and medical bills.
- Non-economic damages: emotional distress, pain and suffering, and mental anguish.
- Punitive damages: in cases where the employer’s conduct was particularly malicious or reckless, these damages are intended to punish the employer and deter future misconduct.
Do I Have to Report the Assault to My Company’s HR Department First?
Not always. Following internal reporting procedures can be useful, but it isn’t always required before taking legal action, particularly when the harasser is in management or HR. It’s best to consult with a Fresno sexual harassment attorney before filing anything internally, since the sequence of steps can affect your overall strategy.
What Should I Do to Document the Sexual Assault?
If you feel safe doing so, document everything. Write down the date, time, and location of the incident, what was said and done, and who was present. Save any related emails, text messages, or physical evidence. Reporting the incident to a supervisor or HR representative in writing creates a timestamped record that establishes what the employer knew and when. For a full overview of what to preserve and why it matters, see our guidance below.
Contact Us: Begin Your Path to Justice Today
You’ve already shown courage by seeking information. You don’t have to continue this journey alone. Our team is here to listen, to believe you, and to help you hold the responsible parties accountable.
Call us at (559) 975-1153 or complete our secure online contact form to schedule your free, confidential consultation.
Two Types of Workplace Sexual Harassment Under California Law
California law recognizes two distinct categories of workplace sexual harassment. Understanding which applies to your situation clarifies your legal options.
Quid Pro Quo Harassment
This form involves a supervisor or authority figure conditioning employment decisions on an employee’s response to sexual demands. Examples include offering a promotion in exchange for sexual conduct or threatening termination if an employee refuses. Because job consequences are tied to the demand, a single incident is typically enough to support a legal claim.
Hostile Work Environment
A hostile work environment exists when severe or pervasive conduct makes the workplace intolerable. Under FEHA, even one incident of sexual assault can be enough to establish this type of claim without requiring a pattern of repeated behavior. The law doesn’t require victims to endure ongoing harassment before they have the right to act.
Both categories can support a civil lawsuit against the individual harasser, the employer, or both. Identifying which type of claim fits your experience is one of the first steps our team takes during your confidential case evaluation.
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Guidance You Can Trust
Charles Manock is committed to building lasting relationships through consistent communication, thoughtful advice, and reliable support. Our focus is on helping you make informed decisions that protect your interests now and in the future.
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Personalized, Client-Focused Approach
At Manock Law, we believe that every client's situation is unique. We take the time to understand your specific needs, providing tailored strategies that align with your goals. Your success and peace of mind drive our approach.
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Strategic Solutions for Complex Challenges
Navigating legal issues can be overwhelming. We work collaboratively to develop practical, effective solutions that address the complexities of business law, employment matters, and personal injury cases. Our goal is to help you move forward with confidence.
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Free Consultations Available
We offer complimentary consultations to help you understand your options before committing to any legal action. We're here to listen, assess your needs, and provide honest guidance from the start.
Serving Workers Across the Central Valley
Sexual harassment and assault claims in the Central Valley arise across a wide range of industries. Agriculture, healthcare, retail, hospitality, government, and education are among the sectors where Manock Law has assisted employees. Fresno County’s workforce includes hourly workers, salaried employees, and, depending on their classification under California law, independent contractors who may also have legal recourse.
Power imbalances run through many of these cases. Industries with seasonal workforces, remote worksites, or limited HR infrastructure can create environments where harassment goes unreported and employers fail to fulfill their legal obligations. Our firm’s roots in the Fresno community mean we understand the workplace dynamics our clients are navigating, not just the legal framework that governs them.
Manock Law serves employees throughout the Central Valley, including workers in Fresno and the surrounding communities. If you’re unsure whether your situation qualifies, call us at (559) 975-1153 for a free, confidential conversation.