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california harassment

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California sexual harassment training is just one part of the puzzle - you also need smart internal investigations and consistent treatment of employees to stay out of legal trouble.

Free White Paper Download: How To Survive an Employee Lawsuit: 10 Tips for Success

  • Blog Post: Can You Require an Annual Physical? An Alcohol Test? A Prescription List?

    Generally, no, no, and no. These and other tricky ADA questions are answered in EEOC’s Enforcement Guidance on Disability-Related Inquiries and Medical Examinations. First of all, remember that there is a difference between applicants and employees, and the rules concerning disability-related inquiries...
    on22 Jun 2012

  • Blog Post: “Too Delicate” for the Workplace?

    A recent article on the HR.BLR.com website prompted quite a response by Suzanne Lucas, who blogs as Evil HR Lady. "Oh, cry me a river" she said over suggestions that employers take steps to ameliorate off-site harassment of female employees. Our writer, who had attended a presentation by Holly...
    on2 Jun 2011

  • Blog Post: Consider Extra Harassment Training Before Hiring Teens

    Summer is upon us, and that means an influx of seasonal teen workers at many workplaces throughout the state. You may have already looked into the special safety rules for these workers, as well as the restrictions on the hours they can work, but there's another key issue you may not have considered...
    on1 Jun 2011

  • Blog Post: The Right Way To Respond To Employees Who Threaten Violence

    " Yesterday , Dennis A. Davis, Ph.D., talked about dealing with workplace conflict. Today, we'll get his take on reacting to anger and violence, and we'll get a look at a unique program for the small (even one-person) HR department. Sometimes people think anger leads to violence, so they...
    on5 Apr 2011

  • Blog Post: Harassment Allegations Require Immediate Action

    As soon as an employee comes to you and says, "I'm being harassed," you need to address that allegation immediately. It may be that no harassment has actually taken place, but it's your job to launch a prompt, thorough investigation to find out. According to Julie A. Moore, Esq., president...
    on14 Feb 2011

  • Blog Post: Misconceptions About Sexual Harassment - And a Solution

    Meta-Description: Yesterday , we looked at 3 common myths about sexual harassment that can prove very costly to your company. Today, we look at 3 more, as well as a cost-effective training resource that meets all of your requirements under A.B. 1825. Click here for Myths 1-3 Myth #4: Sexual harassment...
    on20 Jan 2011

  • Blog Post: Dangerous Myths About Sexual Harassment

    While it seems like managers should have gotten the message about sexual harassment by now, many are still confused. And that confusion can mean big potential liability for your company. Here are the facts about some of the most prevalent myths. Myth #1: Harassment is something supervisors do to subordinates...
    on19 Jan 2011

  • Blog Post: When an Employee Asks You Not To Investigate

    You always encourage employees to bring their complaints to you, so you're glad that Sally came forward and told you about her boss's unwelcome advances. But there's a catch: "I don't want you to investigate," Sally tells you. "I just thought you should know." If you're...
    on9 Dec 2010

  • Blog Post: What Do I Do When I "Hear It Through the Grapevine"?

    When you get hints of inappropriate activity—a boss hitting on a subordinate, racial teasing—but no evidence, no corroboration, no complaint, should you act? Yes, says attorney Thomas N. Makris, SPHR. The bottom line is that when you're faced with even a hint, you absolutely should act...
    on27 Oct 2010

  • Blog Post: Harassment Witnesses—How Many, Which Ones?

    In yesterday's Daily , San Francisco-based attorney Rebecca Speer dissected "he said/she said" investigations. Today we'll get her take on how many witnesses to interview, and we'll take a look at a must go conference for California HR managers—the fifth annual California...
    on30 Sep 2010
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One little mistake complying with workplace policies could cost you a fortune.

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The employment laws in California are some of the strictest in the nation.

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California workers are particularly prone to complain about the company that employs them.

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