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Health care, hospitality, and retail employers in California should address unique risks of third-party harassment in their policies.
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California courts consider context, frequency, and severity of conduct to assess whether harassment created an abusive working environment.
New supervisors in California must complete anti-harassment training within six months of starting, ensuring compliance and promoting safe workplace conduct.
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California recognizes gender-based harassment, including harassment related to pregnancy, childbirth, breastfeeding, or reproductive health decisions, as unlawful.
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Employers in California can be liable for failing to prevent harassment if they lack policies, training, or effective corrective measures after complaints.
Workplace investigations should avoid bias; California encourages using neutral investigators trained in employment law.