The Nuddleman Law firm helps businesses create harassment-free workplaces, defends employers wrongfully
accused of workplace harassment and zealously prosecutes workplace harassment claims on behalf of employees.
Sexual harassment, as well as other forms of unlawful workplace harassment, hurt the victims,their co-workers and the employer. In the more than 30 years since the U.S. Supreme Court first recognized sexual harassment as a form of unlawful discrimination, the law has developed to provide greater protections for employees. Employers and employers are more aware that sexual harassment is unacceptable, but harassment claims continue to increase.
Victims of harassment are more likely to report unlawful harassment than before, and employers and employees are more educated about prohibited conduct. Unfortunately, although supervisors and employees receive anti-harassment training, the training is not as effective as it could be.
California law prohibits harassing individuals based on certain specified characteristics or conduct. Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), the Americans with Disabilities Act of 1990, (ADA) and the California Fair Employment and Housing Act are just a few of the statutes that prohibit unlawful harassment by employers, supervisors and co-workers.
Harassment is generally defined as unwelcome conduct that is based on race, color, religion, sex(including pregnancy), sexual orientation, national origin, age (40 or older), disability or genetic information or other unlawful bases. Conduct that is so severe or pervasive that it creates a hostile work environment is unlawful.
Not all “toxic workplaces” are necessarily unlawful. The law does not create a general civility code. Understanding what constitutes unlawful harassment is a cornerstone to effective representation.
Sexual Harassment Prevention Training
California employers must train employees regarding how to recognize and prevent sexual harassment. New employees must receive the training within 6 months of hire, and all employees must receive the training at least every two years. Robert Nuddleman is qualified to conduct the AB1825, SB1343 and SB778 training.The Nuddleman Law Firm tailors sexual harassment training based on the company’s needs.
If you have a workplace harassment issue, contact the Nuddleman Law Firm for a reduced rate consultation. We will listen to your story, analyze the issues and devise a plan to help you.