You are not alone. Confidential help is available today.
If you, a family member, or a colleague experienced sexual harassment by senior county leadership in the County of Ventura, you can speak with a legal team that handles California harassment cases every day. California law protects workers from harassment based on sex, gender, sexual orientation, or gender identity, and it prohibits retaliation for reporting. Your consultation is free and confidential.
Start with a private case review
- No cost, no obligation
- Strict confidentiality
- Available across California
- Fast response from an experienced employment team
Holiday timing matters.
Many survivors decide to come forward at year’s end, when work slows and support networks are closer. If this season has brought back difficultmemories involving high-level county management, reach out now. You can take action at your own pace with a team that listens and protects your privacy.
Who this page is for?
- County of Ventura employees or contractors who experienced unwanted sexual comments, advances, or touching by high-level management employees
- Employees who witnessed harassment of others by high-level county management
- Former employees who left a position after harassment or retaliation
- Anyone asked to keep quiet or pressured not to report
If you are unsure whether what happened qualifies, we can walk through the facts privately and explain options under California’s Fair Employment and Housing Act.
Why are people in Ventura County speaking up?
We hear recurring accounts that suggest a pattern of harassment linked to senior leadership. The County has denied wrongdoing, but your experience matters. A record of reports helps protect you and others. By sharing what happened in a confidential setting, you help our team identify patterns, protect evidence, and advise you on next steps that fit your goals.
What can sexual harassment look like under California law?
California’s FEHA prohibits both quid pro quo harassment and hostile work environment harassment. Common examples include:
- Unwanted sexual comments, propositions, or explicit messages
- Pressure to meet privately outside work or after hours for personal favors
- Conditioning promotions, assignments, schedules, or benefits on compliance with advances
- Repeated leering, suggestive remarks, or comments about your body or clothing
- Retaliation after rejecting advances or reporting concerns
You do not have to accept this conduct because the person is in a senior or politically powerful role. California law applies to public entities and protects anyone performing work, including many contractors and temporary staff.
What to do now, even if you’re not ready to file
- Write down what happened
Note dates, times, locations, witnesses, texts, emails, and voicemails. Save screenshots to a secure personal device or cloud folder that your employer cannot access. - Preserve messages and documents
Keep any directives about secrecy, schedule changes, write-ups, or transfers that followed a rejected advance or a report. - Avoid informal “explanations” with HR without support
If you are invited to “just talk it out,” you can ask for time to consider and seek legal advice first. - Contact our team confidentially
We can discuss reporting options, privacy protections, and potential remedies in California.
Your protections in California
- Right to a harassment-free workplace under FEHA, including in public entities
- Protection against retaliation for reporting or supporting an investigation
- Potential remedies may include pay recovery, emotional distress damages, policy changes, and other relief appropriate under California law
- Privacy to the extent permitted by law, with discreet communication methods to protect your safety and employment interests
Deadlines can apply. A confidential call now can help you understand the timeline that may govern your options in California.
Ready to talk privately?
Use the secure form above or call for a confidential consultation. Evening and weekend times are available by request.
