Call Now - Free Consultation
Call Now - Free Consultation
Hablamos Español
Google Star

2024 How to Prevent Workplace Harassment in California

Diefer Law Group
How to Prevent Workplace Harassment in California?

From the technological advancements in Silicon Valley to the agricultural opportunities throughout the rich terrain of Orange County, California has many employment paths to offer. While California labor has made strides regarding workplace rights, harmful incidents, such as workplace harassment, are not uncommon. If you have been harassed at work in California, a California worker’s attorney can fight back on your behalf.

In order to support productivity and ensure that workers can lead healthy and functional lives, employers are required to foster a secure and nurturing work environment that is free from discrimination or harassment. All members of a workplace, from employees to managers, can contribute to a healthier workplace by being informed about workplace harassment prevention.

Key Steps to Take: Preventing a Workplace Harassment in California

While all employers are required to follow certain standards set by California and federal law to keep the workplace free of discrimination and harassment, it is also important to do so because it helps foster a collaborative and healthy work environment. The following steps can be taken by California employers to reduce workplace harassment:

  • Stay Up to Date With Regulations. Local, state, and federal laws and regulations regarding workplace harassment treatment and prevention are constantly changing. Therefore, companies should be sure that they are updated on such laws and that they are meeting required compliance guidelines.
  • Developing Anti-Harassment Policies. Employers should develop policies specific to their workplace that include the definition of harassment and subsequent penalties. There should also be clear guidelines for reporting harassment incidents, along with explanations on how complaints will be investigated and how findings will be reported.
  • Communicating And Enforcing Policies. After anti-harassment policies have been developed and implemented, they must be communicated regularly to all employees so that everyone in the company is on the same page. Policy should be adhered to by following investigation and penalty protocols.
  • Training Employees. There should be regular training for both new and existing employees on how to promote an inclusive and open workplace environment that is free of harassment, as well as how to respond to harassment incidents. Training should be consistent with existing anti-harassment company policy.
  • Responding Adequate to Complaints. Reports of harassment should be addressed quickly and thoroughly, in line with company protocol. The reporting party should be treated respectfully, taken seriously, and protected from any kind of potential retaliation. Incidents should be thoroughly investigated and reported upon.

All employees should be held accountable and liable to the same anti-harassment policies and standards despite their position and standing within the company. By consistently enforcing anti-harassment rules, this will foster a safe workplace environment that does not tolerate such behavior.

It’s important to keep in mind that preventing workplace harassment in California is an ongoing initiative that requires participation from all levels of the organization. Company leaders can set an example for the company by speaking out against harassment and leading anti-harassment initiatives, and employers can encourage open and honest conversations about harassment with other co-workers.

If you do experience harassment, it’s important to inform your employer and keep a detailed record documenting the incidents. This can serve as evidence if you choose to file a harassment claim.

FAQs

Q: What Is the 2024 Workplace Violence Prevention Plan in California?

A: In California, Senate Bill 553 (SB553) requires employers to create and implement a written protocol along with comprehensive training to help with workplace violence prevention. The plan should also include steps to take in the case of workplace threats of violence.

This protocol and training can either be in the form of a document or be integrated into a larger illness and injury prevention program. Under SB553, the California Division of Occupational Safety and Health is required to develop and enforce certain standards by a deadline of December 31, 2025.

Q: What Is Considered to Be “Workplace Violence” Under Senate Bill 553?

A: Senate Bill 553 (SB553) considers workplace violence to be violent acts or threats that happen in the workplace. This can include incidents of workplace harassment, such as written or physically threatening behaviors that are carried out to intimidate or instill fear. Under the law, there are four main types of violence that are identified, which are determined based on the relation of the perpetrator with the business organization.

Q: What Must a CA 2024 Workplace Violence Prevention Plan Include?

A: A California workplace violence prevention plan will need to include the names of those responsible for creating and implementing the plan, as well as the protocol for receiving and responding to instances of workplace violence and protecting the reporting employee from retaliation.

It must also include employee communication plans regarding how violent threats or incidents should be reported, as well as how reported incidents will be investigated and how subsequent results will be disseminated. There must also be adequate emergency response procedures and plans to review these protocols.

Q: Why Is It Important to Prevent Workplace Harassment in California?

A: Workplace harassment leads to a hostile and abusive work environment, which can be extremely unpleasant for all employees working there. In order to retain employees and increase satisfaction and morale within the company, it is critical to have a workplace environment that is free of harassment.

Preventing workplace harassment also helps protect employers against critical legal liabilities, which can result in lengthy claims, serious penalties, and a negative reputation. Therefore, it is critical for all California employers to implement adequate workplace harassment prevention measures.

Fight for a Harassment-Free Workplace With a California Worker’s Attorney

If you have been a victim of workplace harassment due to your employer’s inability to keep a safe and secure workplace, a dedicated California worker’s attorney from Diefer Law Group, P.C., can help you file a claim and bring justice to the situation.

In California, it is your employer’s duty to take certain steps to make sure that your workplace is free of harassment, and holding them accountable can help improve the workplace. Contact one of our worker’s attorneys to discuss your case details and options today.

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.


Fill Out the Form Below for a Free Consultation

Name(Required)
Preferred Language(Required)

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.

get your
free case
evaluation

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

San Diego
12636 High Bluff Drive Suite 400
San Diego, CA 92130

WE HAVE OFFICES ALL OVER SOUTHERN CALIFORNIA

WE ARE TAKING IN-PERSON APPOINTMENTS ON A CASE-BY-CASE AND ARE AVAILABLE
FOR PHONE AND VIDEO CONSULTATIONS, PURSUANT TO THE SAFER AT HOME ORDER.

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

es_MXES
Scroll to Top

Let Us Help!

Fill Out the Form Below to Book Your Free, No Obligation Consultation

Request a Free Consultation

Name(Required)
Preferred Language(Required)

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.