Sexual harassment is illegal in California and is covered by both state and federal laws. The California Fair Employment and Housing Act (FEHA) is the primary law that prohibits sexual harassment in the workplace. The FEHA applies to employers with five or more employees, including state and local government employers.
Under the FEHA, it is illegal for an employer to allow sexual harassment to occur in the workplace or for an employer to take retaliatory action against an employee for complaining about sexual harassment. Employers are also required to take all reasonable steps to prevent sexual harassment from occurring.
There are two types of sexual harassment recognized by the FEHA: quid pro quo and hostile work environment. Quid pro quo harassment occurs when an employer or supervisor conditions a job benefit or advancement on the acceptance of unwanted sexual advances or conduct.
A hostile work environment occurs when an employee is subject to unwanted sexual advances, conduct, or comments that are severe or pervasive enough to create a hostile or offensive work environment. This type of harassment can be committed by supervisors, co-workers, or even non-employees.
Employees who believe they have been sexually harassed can file a complaint with the Department of Fair Employment and Housing (DFEH) or file a lawsuit in court. Employers can be held liable for sexual harassment committed by their supervisors or managers, as well as for sexual harassment that they knew about or should have known about and failed to take appropriate action.
Employers are also required to provide sexual harassment prevention training to all employees in California. The law requires employers with 50 or more employees to provide at least two hours of interactive sexual harassment training to supervisory employees and at least one hour of interactive sexual harassment training to non-supervisory employees.
In addition to the California law, sexual harassment is also prohibited by federal laws such as Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA) which applies to employers with 15 or more employees.
It’s important to note that Employers should also have clear policies and procedures for reporting and investigating sexual harassment complaints, and should take prompt and appropriate action to address and remedy any harassment that is found to have occurred.
In addition to the laws and regulations outlined above, there are several important considerations for employers and employees when it comes to sexual harassment in California.
First, it’s important to understand that sexual harassment can take many forms, and not all of them are necessarily obvious or intentional. For example, making offensive jokes or comments, sharing sexually explicit images or videos, or engaging in unwanted physical contact are all forms of sexual harassment. However, even more subtle behaviors, such as making unwanted advances, flirting, or staring at someone in a way that makes them uncomfortable, can also be considered sexual harassment.
Another important consideration is the fact that both men and women can be victims of sexual harassment, and both men and women can be perpetrators. Additionally, victims and perpetrators of sexual harassment can be of any sexual orientation or gender identity.
Employers have a legal responsibility to provide a safe and respectful work environment for all employees, and to take steps to prevent and address sexual harassment when it occurs. This includes having clear policies and procedures in place for reporting and investigating complaints, as well as providing sexual harassment prevention training for all employees. It’s also important for employers to take all complaints of sexual harassment seriously and to take appropriate action to address and remedy any harassment that is found to have occurred.
Employees who believe they have been sexually harassed have a right to file a complaint with the DFEH or to file a lawsuit in court. However, it’s important to note that there are time limits for filing a complaint or lawsuit, so it’s important to act quickly if you believe you have been harassed.
It’s also important for employees to understand that retaliation for reporting sexual harassment is illegal. Employers are prohibited from taking retaliatory action against employees for complaining about sexual harassment or for participating in an investigation of sexual harassment.
Overall, it’s clear that sexual harassment is a serious issue in California and across the United States. Employers and employees alike have a responsibility to understand the laws and regulations that pertain to sexual harassment, and to take appropriate steps to prevent and address it when it occurs. By working together, we can create safe and respectful work environments for all employees.
