Long Beach, California

Sexual Harassment Lawyer in Long Beach

California sexual harassment representation for Long Beach workers. Free, confidential consultation. We represent employees only.

Get a Free Consultation (800) 371-3088

If you're a Hyatt Regency or Hilton Long Beach housekeeper cornered alone in a guest room, a 2nd Street or Belmont Shore restaurant server pressed by a manager, or a Port worker isolated on a shift, what's happening to you is sexual harassment, and it's against the law. Long Beach has its own hotel-worker safety ordinance that adds protection on top of California law. Call us at 1-800-371-3088 for a free, confidential consultation.

What Is Sexual Harassment in Long Beach

Sexual harassment in Long Beach happens in the same places you go every day: hotel housekeeping floors, restaurant kitchens and bars, Port terminals and yards, Long Beach Memorial and St. Mary medical wards, Boeing and aerospace shop floors, and downtown offices. The most common Long Beach pattern is unwanted touching, comments, or pressure from a supervisor, coworker, hotel guest, or restaurant patron, followed by retaliation when the worker reports it.

Long Beach Industries Where Sexual Harassment Is Most Common

Hotel housekeepers and front-of-house staff - at downtown, waterfront, and convention-area hotels (Hyatt Regency Long Beach, Renaissance, Hilton, The Westin, Maya, Queen Mary).
Restaurant servers, bartenders, and cooks - on 2nd Street, Pine Avenue, Belmont Shore, Bixby Knolls, and the Pike.
Port and logistics workers - at the Port of Long Beach terminals, drayage yards, and warehouses.
Healthcare workers - at Long Beach Memorial Medical Center, St. Mary Medical Center, Miller Children's, VA Long Beach, and outpatient clinics.
Concessionaire workers - at Long Beach Airport (LGB) and the Long Beach Convention Center.
Aerospace and manufacturing workers - in the legacy Boeing footprint and other Long Beach industrial corridors.

Long Beach City Protections

Long Beach Municipal Code Chapter 5.49 (the Hotel Working Conditions Ordinance) applies to hotels with 50 or more guest rooms and gives those workers extra rights specifically tied to harassment risk: a personal panic button when cleaning a guest room alone, a room-cleaner workload cap with double-pay penalty when exceeded, and explicit anti-retaliation protection for any worker who reports panic-button use, harassment, or unsafe guest conduct. If you work at a Long Beach hotel of that size and were harassed by a guest, supervisor, or coworker, the city ordinance stacks on top of every California-law claim you already have.

California Law

California gives you broad statewide protection against sexual harassment, for the full statutory framework, deadlines, and how the state laws fit together, see our California employment law page and the in-depth California Sexual Harassment Guide.

What Compensation Can You Recover

California does not cap damages for sexual harassment claims. For a full breakdown of what you can recover, see the California Sexual Harassment Guide.

How to File a Sexual Harassment Claim in Long Beach

Civil employment lawsuits filed by Long Beach workers are heard at the Governor George Deukmejian Courthouse, 275 Magnolia Ave, Long Beach, CA 90802 (the Long Beach Branch of the Los Angeles County Superior Court). For agency contacts, deadlines, and the full filing process, see our California employment law page. We handle the filing process for you, call us at 1-800-371-3088 before any deadline.

Frequently Asked Questions

Can a worker sue the worker's Long Beach employer for sexual harassment by a coworker (not a manager)? +

Yes. Under California's Fair Employment and Housing Act (FEHA), an employer is liable for coworker sexual harassment when management knew or should have known about it and failed to take prompt and effective corrective action. A worker do not need a manager-perpetrator. Customer, vendor, and contractor harassment can also create employer liability under the same standard. (Source: California Civil Rights Department fact sheet.)

A worker works at a Long Beach hotel, do special harassment protections apply? +

Yes, if the hotel has 50 or more guest rooms. Long Beach Municipal Code Chapter 5.49 requires those hotels to provide panic buttons to employees who clean guest rooms or work alone, prohibits retaliation against workers who use them, and caps room-cleaner workloads. These protections are in addition to the worker's rights under California FEHA, a hotel that fails to provide a panic button or punishes a worker for using it can be liable under both Chapter 5.49 and FEHA. The ordinance was enacted in 2018 specifically to address sexual assault and harassment by hotel guests.

What is the deadline to file a sexual harassment claim in Long Beach? +

A worker have 3 years from the last act of harassment to file with the California Civil Rights Department under FEHA (Cal. Government Code section 12960). Federal claims with the EEOC must be filed within 300 days for California workers. Civil lawsuits in Los Angeles County Superior Court generally must be filed within 1 year of receiving a right-to-sue notice. Deadlines are strict and once missed are usually permanent. Call workers before any deadline at 1-800-371-3088.

Can a Long Beach employer fire the worker for reporting sexual harassment? +

No. Retaliation for reporting sexual harassment is independently illegal under FEHA, regardless of whether the underlying harassment claim succeeds. Retaliation can include firing, demotion, schedule changes, negative reviews, transfers, or any other adverse action that would deter a reasonable person from reporting. If the worker are punished after a report, that retaliation claim alone can support significant damages, including emotional distress and punitive damages. California's FEHA, as amended by AB 9 (2019), gives a worker 3 years from the last retaliatory act to file with the Civil Rights Department.

Were You Sexually Harassed at Work?

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Legal Disclaimer: This page is provided for general informational purposes only and does not constitute legal advice. Employment law is complex and fact-specific. The information on this page reflects California law as of 2026 and may change. If you believe your rights have been violated, please consult a licensed California employment attorney to evaluate your specific situation.