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“Quid pro quo” is a Latin phrase meaning for “this for that.” This form of sexual harassment involves a supervisor or manager conditioning employee terms such as promotions, benefits or continuation of employment itself, on the employee’s acceptance of the supervisor’s harassing conduct, e.g., sexual advances, romantic gestures, pictures, touching, obscene language, etc. In simple terms, an example of quid pro quo is when a supervisor tells a subordinate, “If you don’t go out on a date with me, I’m going to fire you.”This is a very serious form of workplace exploitation because it involves the use of a superior position over a subordinate and the law is harsh in response. We take cases involving all sorts of quid pro quo exploitation including: male-to-female, as well as female-to-male, male-to-male and female-to-female cases. Under California law, the employer is strictly liable for the sexual harassment of the supervisor. This means there is no defense to liability, but monetary damages may be cut depending on whether the employee followed the complaint procedures in the employer’s manual or policy. Even then, however, there are some exceptions which in favor of the employee. Under the Fair Employment and Housing Act, a successful California plaintiff (the person suing)may recover lost wages and compensation of other economic losses, emotional distress damages, interest and attorney fees, and in cases where the employer’s officers, directors or managing agents knew of the harassment, punitive
damages, too.