Under the federal and California laws harassment of one employee by another employee that is based on a protected characteristic, which includes sex, sexual orientation, gender identity, etc can amount to illegal discrimination by the employer if the employer fails to remedy the problem once it is aware of it. Thus if the employer promptly remedies the problem so that it does not continue then the employer has met what the law requires. In that case, the employee does not have a good claim to pursue against the employer. The law does not require that the employer fire the offending employee or take any other specific steps. All the employer must do is make it stop. If that can be done by simply talking to the offending employee, then that's all the employer has to do.
There are two steps to pursuing a claim of illegal discrimination against an employer. The first step is that you must file a complaint with the Equal Employment Opportunity Commission (EEOC) for your federal law claim and with the California Department of Fair Employment and Housing (DFEH) for the California state law claim.
The deadline to file the EEOC complaint for the federal law violation depends on whether the state where the employee works also has a state agency that enforces state laws that prohibit the same kind of discrimination. If it does, then the EEOC complaint is due within 300 days of the date of the discriminating act. Since California does have such an agency, it is the 300 day rule that would apply for you.
The deadline to file a complaint with the CA DFEH for the state law violations is one year from the date of the discriminating act. The DFEH and EEOC coordinate on these complaints so when the discrimination violates both federal and state law you may file just with one of the agencies within the 300 days and it would count as filing with both agencies.
The agencies will try to mediate a resolution between the employer and employee. If no resolution is reached, then the agency might decide to litigate the case on behalf of the employee, but that's not common. If the agency won't litigate the case itself then it provides the employee with a right to sue letter which then is the ticket for the employee to sue the employer on his own. Note that a right to sue letter does NOT mean that the agency thinks the employee has a good case. It simply means that the employee has completed the agency complaint process without resolution.
Once that letter is sent the SOL to sue the employer starts to run. For the federal law violation the SOL is very short, just 90 days after the right to sue letter is issued. If you don't file within that 90 days you cannot pursue the lawsuit and you are done. The time to pursue the California state law claims, however, is now 3 years from the right to sue letter thanks to a change in the law enacted in October 2019 that increased the SOL.
If you sued in court all you can get is reinstatement to the job (if you got fired), back pay, and monetary damages. The court will not require the employer to fire the offending employee. You can try to negotiate for whatever you want in mediation/settlement talks with the employer, but since the employer does not have any obligation to fire the guy you might not get that.
As far as money goes, if you sue in court you need to prove that you suffered some kind of legally recognized damages, like a financial loss, as a result of the illegal discrimination. If you suffered some kind of physical or mental harm from it and incurred medical expenses for treatment of that, that's something for which you may sue. If you have not suffered any financial loss or any physical/mental damage that required treatment then you have no money claim to sue for.

