You Did Nothing Wrong. They Did. We Make Them Answer For It.
Confidential representation for sexual harassment, sexual assault, and retaliation in the workplace.
You may have a case if…
- ›A supervisor conditioned employment, promotion, or assignments on sexual activity.
- ›You were subjected to repeated unwelcome sexual comments, jokes, images, or touching.
- ›You experienced sexual assault by a co-worker, supervisor, client, or third party at work.
- ›You reported and HR did nothing — or made it worse.
- ›You were retaliated against, demoted, or terminated after reporting.
Sexual harassment in the workplace is illegal under both FEHA and Title VII. California's FEHA is broader — it covers all employers regardless of size for harassment claims, holds employers strictly liable for supervisor conduct, and allows uncapped damages.
Every case we take is handled with complete discretion. The decision about whether to file publicly, pursue a confidential pre-suit demand, or pursue criminal cooperation is yours.
Quid Pro Quo Harassment
When a supervisor conditions a term of employment — hiring, firing, promotion, assignment — on sexual conduct. Single incident is enough.
Hostile Work Environment
Severe or pervasive sexual conduct that alters the conditions of employment. A single severe incident (assault, indecent exposure, explicit threat) can suffice; otherwise pervasive conduct.
Strict Liability for Supervisor Harassment
Under FEHA, employers are strictly liable for sexual harassment committed by supervisors against subordinates — no 'we didn't know' defense.
AB 9 and Recent Reforms
AB 9 extended the FEHA filing deadline from one to three years. AB 749 invalidated no-rehire provisions in settlement agreements. AB 2777 created revival windows for older sexual assault claims. We track every legislative change.
What you can recover
- •Lost wages, past and future.
- •Substantial emotional distress damages.
- •Punitive damages.
- •Medical, therapy, and counseling expenses.
- •Attorneys' fees and costs.
The process
Step 01
Confidential, Trauma-Informed Intake
We meet privately, on your timeline, and never push for details you are not ready to share.
Step 02
Investigation & Preservation
We preserve evidence, identify witnesses, and obtain prior complaint history when available.
Step 03
Strategic Filing
Pre-suit demand, CRD complaint, civil filing — calibrated to your goals.
Step 04
Resolution
Confidential settlement, mediation, or trial.
Why Okojie Law
Frequently asked questions
Will my name become public?+
Not unless you choose. Many cases resolve confidentially. If we file, we can request the court allow you to proceed under a pseudonym in certain circumstances.
What if I don't have witnesses?+
Sexual harassment usually does not have witnesses. We build the case through timing, contemporaneous communications, prior complaints against the same perpetrator, your reports to friends or family, and decision-maker depositions.
What if it happened years ago?+
California has expanded statutes of limitations and revival windows. AB 2777, AB 9, and other reforms have opened doors that were closed a few years ago. Call us — even older cases may be viable.
What about NDAs I already signed?+
California limits the enforceability of NDAs covering sexual harassment and assault (Silenced No More Act, STAND Act). Many NDAs that look airtight are not.
Should I also report criminally?+
Civil and criminal cases are independent. We help you think through the implications and coordinate with experienced criminal counsel when appropriate.
What does it cost?+
Nothing up front. Contingency representation.
Tell us what happened.
Confidential. No obligation. We respond within one business day.