I would recommend that before you take any action you retain an employment attorney to counsel and assist you.
Step 1 is to look at your company's employment manual or written guidelines and identify who is designated to receive such complaints. If there is no such person, then select someone of suitable authority; for example., someone in charge of human resources.
Step 2 is to submit something in writing to the person you have selected. State that you believe you are being sexually harassed and are in a hostile work environment, and tell them any other improper conduct of which you are complaining. Explain in detail what has been done to you, when, and by whom. Request that they take corrective action. Keep a copy of what you send them. Take that copy home, and any responses in writing you receive to it.
Step 3 may never occur. Your employer may correct the problem to your satisfaction, or at least correct it to something you can live with. If the problem persists, your next move would be to file a charge of discrimination with your local EEOC branch office and dual file with the FCHR.
More information can be found about that here:
I highly recommend you have an attorney assist you with this, but you can file it yourself.
Step 4 is to go through the administrative resolution of your charge. This takes quite a while. After 180 days from the date you file your charge, if it is still dragging on, you can request a right to sue letter. You can read more about that here:
Step 5 is to file a lawsuit, which you can only do once you have received your right to sue from the administrative agency. For the lawsuit stage, it is essential that you have an attorney, though technically you could file it yourself.
Of course, at any stage of this process you may reach a settlement. You should have an attorney review whatever that settlement is and the papers that document it.
I hope this helps.
This response is merely a general discussion of an issue based on the information provided. It is not intended as legal advice and does not form an attorney-client relationship. You are encouraged to seek out an attorney of your choosing in your local jurisdiction, and to discuss your legal issue with that attorney.
You need to discuss this with a local employment lawyer right away. For starters, you need to comply with your company's harassment policy if you intend to pursue any sort of legal action. The standard for sexual harassment is generally whether the harassment was so severe and pervasive as to alter the terms and conditions of your employment. That can be a tough standard to meet, so you need to go through all of the facts and circumstances with a local attorney. You need to have a strategy in place, because once you complain about one of the top people in the company, you can expect things to change at your workplace.
Without more information it is not possible to give an opinion about this. The best advice would be to set an appointment with an attorney who specializes in employment law and sexual harassment cases. Then after a thorough review of all of the facts, they can give you an opinion as to whether you have a viable claim, and what procedural steps you should take. Most attorneys handle these cases on a contingency percentage fee, taking a percentage of the recovery. There are no hourly fees and most attorneys do not charge anything for an initial appointment to discuss your case.
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