Oakland Settles $1 Million Lawsuit After City Worker Reports Sexual Harassment and Retaliation by Successive Supervisors

When workers face harassment or unfair treatment, the consequences can extend far beyond a bad day at the office. A recent lawsuit settlement involving a former employee of Oakland’s Department of Violence Prevention shows how difficult these situations can become and why understanding California’s workplace protections is essential for every worker.

In 2022, a public information officer joined the department with hopes of contributing to the city’s efforts in reducing violence. Over several months, she reported being subjected to unwelcome sexual advances and inappropriate remarks by her supervisor, the department’s chief. Alongside this, she alleged gender and race discrimination, believing she was paid less than her male colleagues performing similar job duties.

She submitted multiple anonymous whistleblower complaints later that year. Despite her efforts to bring attention to the misconduct, the city allegedly failed to respond. After the department chief’s resignation in early 2023, the new leadership reportedly continued patterns of harassment and discrimination. According to the lawsuit, the successor harassed and retaliated against several women, perpetuating a toxic work environment.

The plaintiff’s contract was not renewed in April 2023, one day before she was set to become a permanent employee. She contends city officials wrongfully terminated her in retaliation for speaking out about the harassment, discrimination and pay disparities she experienced.

The City of Oakland agreed to settle the lawsuit for $1 million without admitting any wrongdoing to avoid going to trial. The former supervisor denied all allegations, pointing to city investigations that cleared him.

California’s Fair Employment and Housing Act (FEHA) protects employees from discrimination based on gender, race and other protected personal characteristics. Sexual harassment covers unwelcome advances, inappropriate comments and any conduct that creates a hostile work environment. Employers have a legal responsibility to prevent discrimination and harassment and to respond promptly when workers make complaints.

FEHA protections are designed to keep workers and workplaces safe. Workers who report harassment or discrimination have the right to do so without fear of retaliation. Examples of retaliatory actions include termination, demotion, reduction in hours or other negative changes. 

Employers must foster environments where employees feel safe raising concerns and where complaints lead to real action. Unfortunately, many workers hesitate to report issues, fearing retaliation. They may also believe their complaints will be ignored or that speaking up will make things worse in the workplace.

If you are facing sexual harassment, discrimination or retaliation, it’s crucial to keep detailed records. Document key details about your experiences, including dates, times, places, the nature of incidents and anyone involved in or witnessing the events. Use your employer’s formal reporting channels. If those processes fail or you’re worried about retaliation, consulting an experienced employment attorney is often the best next step.

A skilled lawyer can guide you on how to leverage the strong workplace protections that California offers. If you are dealing with unlawful treatment at work, Erlich Law Firm is here to help. An Oakland employment lawyer will listen to what happened and offer legal options tailored to your situation. Contact us today for a free initial consultation to learn more.