You’ve taken a monumental step: you reported sexual harassment in your California workplace. Now what? The process can feel intimidating and slow, but know this: you have taken a courageous and legally protected step. We're here to help you navigate the aftermath and hold your employer accountable for their unlawful actions.
Your Employer’s Legal Obligation: The Investigation
Once you notify your employer of sexual harassment, they are not allowed to simply ignore it. Under California law, your employer has an immediate duty to take all reasonable steps to prevent and correct harassment, which includes launching a prompt, thorough, and impartial investigation.
What should this investigation look like?
Prompt Action: The employer must start the investigation right away.
Thoroughness: The investigator should interview you, the accused harasser, and any relevant witnesses. They must gather and review all relevant evidence.
Impartiality: The investigation must be fair, even if the accused is a high-level manager.
This investigation is crucial, and if your employer fails to conduct it properly, they may be held accountable.
Protection Against Retaliation
A key concern for employees after reporting is the fear of being punished or fired. This is called retaliation, and it is illegal under California and federal law.
The law strictly prohibits your employer from taking any adverse action against you—such as termination, demotion, reduction in pay, or creating a hostile work environment—simply because you made a complaint. If your employer retaliates against you, that is a separate, serious, and unlawful action for which you can seek justice.
At Southern California Labor Law Group PC, we are ready to fight back aggressively on your behalf if your employer tries to retaliate.
The Possible Outcomes of Your Complaint
After the investigation concludes, your employer should inform you that it is complete and what corrective measures, if any, were taken to ensure the harassment stops.
Possible outcomes include:
Substantiated Complaint: The employer finds the harassment occurred and takes disciplinary action against the harasser (e.g., training, demotion, termination).
Unsubstantiated Complaint: The employer could not confirm that the harassment occurred. Do not be discouraged if this happens! An employer's failure to find evidence does not mean the harassment didn't happen, and you may still have legal options.
Your employer must also take steps to ensure the harassment does not continue and that you are protected from future misconduct.
When to Seek Passionate Legal Advocacy
The investigation process can be complicated and often fraught with internal bias. If your employer fails to investigate promptly, does not correct the harassment, or retaliates against you, you should immediately consult an experienced labor law attorney.
We are committed to securing the justice you deserve. At Southern California Labor Law Group PC, we are dedicated to protecting California employees who have been subjected to unlawful sexual harassment, hostile work environments, or retaliation. Do not face your powerful employer alone.
Call us today at (424) 306-1515 for a free and confidential consultation, and let us put our aggressive legal experience to work for you!
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