Are Teen Employees Protected From Sexual Harassment? What a California Lawsuit Alleges

Teen employee sexual harassment is unlawful in California, and minors in the workforce have the same protection under the Fair Employment and Housing Act (FEHA) as adult employees. A lawsuit against CEC Entertainment, LLC puts that protection to the test. The plaintiff, who worked at a Chuck E. Cheese location the company operated, alleges that a much older coworker targeted her at work while she was still a minor.

For many teenagers, a first job is also the first time they deal with adults who hold more power than they do. That gap can make it hard to recognize harassment, and even harder to report it.

What the Complaint Describes

According to the complaint, the plaintiff started working at a Chuck E. Cheese location in late 2024. It was her first job. The complaint alleges the following:

• Shortly after she started, a male coworker she estimates was in his fifties or sixties began harassing her, almost every shift she worked.
• He allegedly found ways to touch her whenever she walked by, such as rubbing her arm or putting his hands on her shoulders.
• He allegedly kissed her on the cheek at least once and told her she was pretty, beautiful, and sweet, and different from other workers.
• In spring 2025, he allegedly hugged her in the breakroom, groped her buttocks, kissed the side of her neck, and winked at her.

The lawsuit also alleges that the location’s general manager, who was significantly older, frequently commented on her appearance in inappropriate ways, and that a friend of the coworker made similar comments.

Is the Company Responsible When a Coworker Is the Harasser?

It can be. Under FEHA, an employer is liable for harassment by a coworker if it knew or should have known about the conduct and failed to take immediate and appropriate corrective action. The coworker can also be held personally liable (Gov. Code § 12940(j)).

Here, the complaint alleges the company had warnings. On information and belief, it alleges that another female employee had earlier complained the same coworker touched her inappropriately and was not believed, and that a male employee had complained he showed him pornography.

How the Company Allegedly Responded to Her Report

The plaintiff reported the breakroom incident the same day, according to the complaint. She allegedly told multiple supervisors and also filed a written complaint.

The complaint alleges the company let the coworker keep working during its investigation and never told her the outcome. It alleges her schedule then dropped from about 15 hours a week to about three, and the coworker’s friend turned hostile toward her. Several months later, she allegedly wrote to the company’s Human Resources department about the harassment and retaliation.

Can Losing Hours Be Retaliation?

It can be. FEHA prohibits retaliation against people who oppose or report harassment, and workplace retaliation doesn’t have to mean being fired. A sharp cut in shifts soon after a complaint may count as an adverse action, depending on the circumstances.

When Staying Feels Impossible

The complaint alleges the harassment, the company’s inadequate response, and the reduced hours created intolerable conditions, and that the plaintiff, still a teenager in her first job, could not bring herself to return. It alleges she was constructively terminated.

Under California law, a resignation can be treated as a termination when the employer intentionally created or knowingly permitted conditions so intolerable that a reasonable person would have no reasonable alternative but to resign. That is a demanding, objective standard, and it depends heavily on the facts.

Where the Lawsuit Stands

The plaintiff received a right-to-sue notice from the California Civil Rights Department in May 2026 and sued in Ventura County Superior Court. The defendants are CEC Entertainment, LLC, the coworker, and unnamed Doe defendants.

• Against all defendants, including the coworker personally: Sexual Harassment & Hostile Work Environment in Violation of FEHA.
• Against CEC Entertainment, LLC: Sex Discrimination in Violation of FEHA; Retaliation in Violation of FEHA; Failure to Prevent Harassment, Discrimination, and Retaliation in Violation of FEHA; Wrongful Termination in Violation of Public Policy.

The case is pending.

What This Case Can Teach Other California Employees

• Teens have the same right to a safe workplace. Being a minor, or new, or part-time doesn’t reduce the protection the law gives you.
• The test is severe or pervasive. Constant touching can qualify, and so can a single serious incident (Gov. Code § 12923(b)). A hostile work environment can come from a coworker, not just a boss.
• Groping is never part of the job. Unwanted sexual touching by a coworker is exactly the kind of conduct an employer must act on once it knows or should know about it.
• Written reports matter. A same-day written complaint creates a clear record of what was reported and when.
• Watch your schedule after you speak up. A drop in hours after a report is worth documenting.

Frequently Asked Questions

Does FEHA cover part-time and teenage workers? Yes. FEHA’s harassment protections apply to employees regardless of age or schedule, and they reach employers with one or more employees. Unpaid interns and volunteers are covered too.

What if I told a supervisor but nothing changed? Once an employer knows or should know about coworker harassment, it generally must take immediate and appropriate corrective action. If it doesn’t, the employer itself may be liable. Write down who you told, when, and what happened afterward.

Is there a deadline to take action? Yes. Harassment claims have filing deadlines, often shorter than people expect, and most FEHA claims start with a complaint to the California Civil Rights Department. An attorney can explain the timing for your situation. An overview of related practice areas can help you see where your situation fits.

If you’re facing sexual harassment from a coworker, supervisor, or anyone else at work in California, a sexual harassment attorney can help you understand your rights and your options. Free, confidential consultations are available to help you understand where you stand and what your options look like.

This article summarizes allegations in a publicly filed civil complaint. The allegations have not been proven, and the defendants have the right to respond and defend themselves in court. The names of the plaintiff and other individuals involved have been withheld to protect their privacy. This article is for general information only and is not legal advice.

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