Sexual harassment before being hired is still harassment under California law, and our client’s lawsuit against Zeus Networks, LLC alleges hers started long before she joined the cast. According to the complaint, in 2023, our client felt pressured to have a sexual relationship with the show’s CEO and founder to be hired for one of the show’s networks.
At Makarem & Associates, we often hear from people who assume the law only protects them once they are officially on the payroll. That isn’t how California law works, and this case shows why the time before a job begins can matter.
An Offer Allegedly Tied to Sex, Long Before She Was Hired
The complaint alleges that in March 2023, the company’s founder and CEO propositioned our client. He allegedly implied that if she had sex with him, he would hire her to work on one of the network’s shows.
Several months later, the complaint alleges, he texted her asking her to visit him and told her she would be perfect for his show. According to the complaint, he coerced her into having sex with him several times in 2023 and 2024. Each time, she says, he talked about the show and told her she had a great personality for it and would be a star.
The Pressure Allegedly Continued Through Her Audition
In December 2024, our client auditioned for the show, and the complaint alleges the CEO paid for her flights to do so. She was offered the role in January 2025 and began working for the company as a cast member around February 2025.
According to the complaint, the CEO had complete authority over casting and employment decisions, including the power to end her work with the company. The complaint alleges he explicitly conditioned her casting opportunities and employment on her engaging in sexual acts with him.
An NDA Days Before Filming, the Complaint Alleges
In February 2025, days before filming began, the CEO allegedly coerced her into having sex again despite her repeated protests that she did not want to. That same night, the complaint alleges, he also coerced her into signing a non-disclosure agreement about their relationship.
Many people believe a signed NDA means they can never speak about what happened at work. California law generally limits agreements that keep employees from disclosing harassment, and our post on non-disclosure agreements in sexual harassment cases explains more.
During Filming and Season Two Auditions, She Says It Didn’t Stop
The complaint alleges that during filming events in March 2025 and August 2025, the CEO again coerced her into sex. In August, it alleges, he did so despite her repeated protests that she did not want to. In January 2026, during auditions for the show’s second season, he allegedly coerced her again despite her protests.
Does the Law Cover Sexual Harassment Before Being Hired?
Yes. California’s Fair Employment and Housing Act (FEHA) protects job applicants from harassment, not just current employees, under Government Code section 12940. When someone ties a job, a role, or a promotion to sexual favors, it is often called quid pro quo sexual harassment.
California also has a separate law, Civil Code section 51.9, that covers sexual harassment in business, service, and professional relationships, including relationships with a director or producer. It can apply when someone holds himself out as able to help you establish a professional relationship. Our client’s complaint brings claims under both laws.
She Refused to Go On, and Lost Her Place on the Show, She Alleges
According to the complaint, our client realized the harassment would not stop. She refused to see the CEO again. The complaint alleges that the ongoing harassment made her work environment intolerable and that, as a result, she was not able to return for season two and was constructively terminated.
The complaint alleges the defendants subjected her to working conditions so intolerable that a reasonable person in her position would have had no choice but to resign. As a general matter, California law can treat a resignation as a wrongful termination when the employer intentionally created or knowingly permitted conditions so intolerable that a reasonable person would have no reasonable alternative but to quit.
Is Saying No Protected Activity?
It can be. The complaint alleges that by resisting the CEO’s advances and telling him she did not want a sexual relationship, our client engaged in activity protected under FEHA. As a general matter, opposing harassment is protected, and an adverse action taken because of it can be retaliation, even when it isn’t a formal firing.
The complaint also alleges the company knew or should have known about the CEO’s conduct, because it and the CEO had allegedly been sued multiple times before for sexual harassment, assault, and battery.
Where the Case Stands
The case is pending in the Superior Court of California, County of Los Angeles, Case No. 26NNCV05280, against Zeus Networks, LLC, its founder and CEO, and unnamed Doe defendants. The complaint alleges our client received a right-to-sue notice from the California Civil Rights Department. It pleads eight causes of action:
- Sexual Harassment in Violation of FEHA, against all defendants.
- Sexual Harassment in Violation of California Civil Code §51.9, against all defendants.
- Sexual Assault, against all defendants.
- Sexual Battery in Violation of California Civil Code §1708.5, against all defendants.
- Sex Discrimination in Violation of FEHA, against the defendants.
- Failure to Prevent Harassment and Discrimination in Violation of FEHA, against Zeus Networks.
- Retaliation in Violation of FEHA, against all defendants.
- Wrongful Termination in Violation of Public Policy, against Zeus Networks and Does 1 through 20.
The case is at an early stage, and we’ll continue to share updates as the case moves forward.
What This Case Can Teach Other California Employees
The entertainment industry runs on auditions and callbacks, but the lessons here apply to anyone looking for work:
- Protection can start before day one. FEHA covers job applicants, and Civil Code section 51.9 can reach professional relationships outside a formal job.
- A role offered for sex is a red flag, not a career move. Conditioning a job or opportunity on sexual favors is a classic form of quid pro quo harassment.
- Giving in under pressure doesn’t mean you wanted it. The legal question is generally whether the conduct was unwelcome, not whether you eventually complied.
- An NDA may not be the last word. California generally limits agreements that keep workers from speaking about harassment. Have a lawyer read anything you signed.
- Saying no can be protected. If you lose a role, shifts, or opportunities after refusing advances, that can be retaliation.
- Get advice early. Harassment claims have filing deadlines, often shorter than people expect. Our complete guide to sexual harassment in California covers the basics.
If you’re dealing with sexual harassment at work anywhere in California, you don’t have to sort out your options alone. Makarem & Associates offers free consultations to help you understand what happened, what your rights are, and what steps make sense for you. Reach out to us. We’re here to listen and to help.
This article is based on allegations made in a publicly filed legal complaint. The allegations described are not yet proven in court, and the defendants are entitled to respond and defend themselves. Our client’s name and the names of the individuals involved have been withheld out of respect for their privacy. This article is for informational purposes only and does not constitute legal advice.
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