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Addressing and preventing sexual harassment claims

Diefer Law Group

Sexual Harassment

Business owners and employers have a duty to their employers to make sure the work environment is safe and welcoming for all. Most of the time, employers have procedures in place to address things such as fire safety, inclement weather, power outages and other incidents, but what about methods for reporting wrongdoing in the workplace? Unfortunately, sexual harassment and discrimination still occur in the workplace, so employers should have strict policies and procedures to address such issues.

 

DEVELOP A PLAN

Employers should develop and implement strict policies regarding sexual harassment, discrimination and other unlawful practices in the workplace. They should also adhere to the following suggestions when dealing with sexual harassment and other issues:

  • Ensure the complaining employee that his or her matter is being taken seriously
  • Give the employee one’s full attention and take care to record the specifics of the harassment and when it occurred
  • Reassure the employee his or her claim will remain confidential
  • Meet privately with other employees who either witnessed the incident or can provide trustworthy testimony regarding the incident

 

GET THE OTHER SIDE

While investigating the sexual harassment claims, the employer must also meet with the alleged offender and remain objective when listening to his or her side of the story. Upon determining sexual harassment did take place, the employer must also impose proper and swift action against any offending employee, using the procedures the employer has in place to address such issues. Finally, an employer will do well to work with an experienced employment law attorney for assistance in developing sexual harassment policies and procedures as well as having someone to rely upon for any resulting litigation.

Picture of Abel Fernandez

Abel Fernandez

Attorney Abel Fernandez believes in the aggressive representation of injured workers. Workers’ compensation law is a very difficult and frustrating area of the law. Employees routinely have medical treatment and benefits delayed or denied by insurance companies. Mr. Fernandez fights for the rights of the injured worker to get medical treatment and the maximum amount of benefits possible. We have experience fighting the insurance company and adjusters, and we are committed to obtaining the best outcome possible for our clients.


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Los Angeles
355 South Grand Avenue Suite 2450
Los Angeles, CA 90071

Riverside
6670 Alessandro Blvd Suite H,
Riverside CA, 92506

Irvine
2030 Main Street Suite 1356
Irvine, CA 92614

Dana Point
34204 Pacific Coast Highway
Dana Point, CA 92629

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12636 High Bluff Drive Suite 400
San Diego, CA 92130

WE HAVE OFFICES ALL OVER SOUTHERN CALIFORNIA

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Diefer Law Group, P.C.

Irvine

2030 Main Street
Suite 1356
Irvine, CA 92614

(949) 799-1860

San Diego

12636 High Bluff Drive
Suite 400
San Diego, CA 92130

(619) 728-3990

Los Angeles

355 South Grand Avenue
Suite 2450
Los Angeles, CA 90071

(213) 973-6142

Riverside

6670 Alessandro Blvd
Suite H,
Riverside CA, 92506

(951) 470-1862

Dana Point

34204 Pacific Coast
Highway
Dana Point, CA 92629

(949) 799-1534

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By contacting Diefer Law Group, you agree to receive emails, text messages, and phone calls regarding your legal inquiry, which may be considered advertising material. Emails, text messages, and phone calls may be automatically generated using the information from this contact form to better coordinate communication. You understand that your consent to this is not necessary to obtain legal services from Diefer Law Group. Messaging and data rates may apply.