Employer Training to Prevent Sexual Harassment in California Workplaces

 Employment harassment is prohibited under the California statute, the Fair Employment and Housing Act (FEHA). Every form of harassment is illegal, from sexual harassment, gender harassment, and all other forms of harassment based on the protected characteristics defined by the said law. Not only do covered employers have to avoid harassment at all times, but must also take all reasonable steps to prevent it.

When it comes to sexual harassment, covered employers are required to provide information to every employee “on the nature, illegality, and legal remedies that apply to” it. They can do so by posting publications of their own, which should be pursuant of the state’s Government Code section 12950. They may also obtain a brochure from the California Department of Fair Employment and Housing (DFEH) (read more).

More importantly, covered employers, especially those who employ 50 or more individuals and those in the public sector, are required to conduct training that would help prevent sexual harassment in workplaces. But why do so anyway? The answer is rather simple: it is good for the business.

Basically, sexual harassment prevention training is a requirement that would help them avoid issues that may greatly affect their business operations. This training is held every two years, and making this an important focus in California businesses would prevent them from challenging expensive lawsuits filed by their sexually-harassed employees. When there’s no single sexual harassment situation in a workplace, daily operations are not only smooth and productive; employees are more encouraged to perform their duties.

Basically, employers must make it a point to educate employees about what sexual harassment is and how to prevent it from happening in their respective workplaces. It should reflect in their existing policies, as well as in their daily correspondence with their workers. Coverage of training also includes responding to sexual harassment complaints and possible effects to the business if a situation happened that can be deemed as sexual harassment.

Meanwhile, if you are an employee for a California business entity, make sure that it has a written policy on sexual harassment, which should definitely include training. Otherwise, it is best that you report it with the DFEH. Also, if you have been harassed in any way, it is in your best interest to consult with a Los Angeles employment lawyer.

More information about Sexual Harassment Law at http://www.employmentattorneyservices.com/sexual-harassment.html

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Knowing the Employment Laws That Protect Employees from Job Layoffs

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It is not uncommon for companies and other employers to plan and execute job layoffs. Such employment decisions are often made due to economic reasons. There are some companies that have to remove a certain group of employees because they have to such down a certain job location. As it is, being laid off is an emotional event that can leave every affected employee not only without a job, but also having the feeling of being wronged.

Employers in most states are considered “at will.” This means that an employee or a group of employees can quit their jobs at any time. It also means that employers can terminate an employee without cause. But then, despite the “at will” approach, employers are still covered by the employment laws and statutes covering certain issues of discrimination, harassment, and issuing layoffs.

In fact, there are employment laws which protect employees who were laid off from their respective jobs. The state of California has its discrimination laws, so it is important for a former employee to consult with a local lawyer in California, especially one of the experienced Los Angeles employment lawyers.

Layoffs are basically legal, as long as race, sex, disability, religion, pregnancy, or any other protected characteristics is not a motivating factor for executing such employment decision. If you are an employee who was recently laid off, you may either contact one of the best Los Angeles employment lawyers or file a complaint with either the U.S. Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH).

Meanwhile, here are the employment laws that prohibit discrimination in issuing layoffs:

• Title VII of the Civil Rights Act of 1964. Layoffs based on race, religion, pregnancy or national origin, are prohibited among covered employers.
• California Fair Employment and Housing Act (FEHA). This California employment law provides an expansion on the definitions of the prohibited acts of discrimination in the workplace.
• Americans with Disabilities Act of 1990 (ADA). This federal Act prohibits discrimination in layoffs based on an employee’s disability.
• Age Discrimination in Employment Act (ADEA). This federal Act prohibits employers from issuing job layoffs based on age.

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