CA Enacts New Anti-Harassment Laws in Response To #MeToo Movement 10-1-18

Bruce’s Summary: The Governor has been busy and the landscape under the #MeToo and #TimesUp movement continues to shift for California employers. A good overview is presented by the author of what’s in store for California employers starting in January of 2019 through 2020. HR Professionals are directing small business owners and contractors to begin to review their existing policies and procedures that affect possible workplace harassment and retaliation complaints. This is a good reference point to begin their research. If there ever was a time to ensure both the “I”s are dotted and the “T”s are crossed in an employer’s policies and procedures, it’s now.
As was evident throughout 2018, workplace harassment and retaliation allegations continued to surface and be addressed. As I said in January 2018, we continue to look at the tip of the iceberg and have yet to see what else will surface and the shock of who it may be. No one is shielded by the nature of their position, their status or current reputation.
Two final points, first, in reference to regulatory type training on such subjects as anti-harassment and retaliation training, my experience has been that more positive results were always achieved when the training was live and interactive. And, second, as more allegations move up the executive ladder, employers must ensure that a clear recognition of neutrality of any investigation is paramount to the individuals involved, work environment and organization. One clear signal of neutrality of the investigation, especially within the executive ranks, is the use of an outside neutral investigator. “None of the information contained herein should be construed as legal advice, nor are Calvin Associates consultants engaged to offer legal advice. If there is a need for legal advice, please contact and seek the advice of independent legal counsel.”

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