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california harassment

california employee discipline

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: 5 Tips To Prevent an Embarrassing Harassment Lawsuit

    Yesterday , we looked at textbook cases of what not to do when you receive a complaint about sexual harassment occurring on a business trip. Today, 5 tips for proper response, along with info about a valuable sexual harassment training resource. Time Is of the Essence Once a harassment complaint is made...
    on20 Sep 2011

  • Blog Post: 9-Point Harassment Investigation Action Plan

    California law makes an employer liable for sexual harassment by a supervisor regardless of whether the employer authorized, prohibited, or even knew of the harassment. You might be able to reduce or eliminate the damages owed to an employee by taking reasonable steps to prevent and correct sexual harassment...
    on24 Aug 2011

  • 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: 6 Essential Guidelines for Harassment Response

    It doesn't matter if your workplace is inherently prone to harassment, or even if the harassment is by someone other than your employees — either way, you're required to investigate and correct the situation promptly. Here are 6 essential guidelines for harassment response. Responding to...
    on31 Mar 2011

  • Blog Post: What Happens When Harassment Is “Part of the Job”?

    Some jobs are just more inherently "harassment-prone" than others — being a Hooters waitress comes to mind. But a recent case shows that even employers in these types of industries have a duty to take prompt corrective action. In Turman v. Turning Point of Central California Inc ., recently...
    on30 Mar 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
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