How you can prevent sexual harassment lawsuits:
- Create a state-of-the art employee handbook, including a workplace harassment policy, as required by California law. This policy must specifically describe the procedures that will be followed in the event of a complaint for harassment. This policy creates a foundation for an employer’s defense to a later lawsuit, so it better be right.
- Conduct a prompt, thorough and objective investigation of any complaint involving harassment;
- This normally must be done by a third-party, non-employee expert in labor law.
- Notice to any supervisor employee of a complaint triggers the duty to conduct an investigation.
- The employer must remedy any unlawful conduct revealed by the investigation, including the prevention of any form of retaliation against the complaining party and witnesses.
- The privacy rights of the claimant must be carefully protected.
- Take advantage of my introductory special so you’ll be well informed on this issue.
Since 1981, my law practice has been dedicated to representing employers in all areas of labor and employment law. With the increasingly dangerous legal environment California employers must navigate, where the cost of defending a lawsuit alone can readily exhaust a million dollars, even the successful defense of such an action cannot, in and of itself, be viewed as a solution. Consequently, the adage, “An ounce of prevention is worth a pound of cure” has obvious application.