California requires policies to prohibit retaliation and outline complaint options beyond internal channels, such as the CRD.
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Whistleblower protections in California may apply when employees report sexual harassment, safeguarding disclosures about unlawful conduct.
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Employers should evaluate power dynamics, including contractor relationships, when assessing harassment risks in California.
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Employers in California can be liable for failing to prevent harassment if they lack policies, training, or effective corrective measures after complaints.
Employers in California must maintain written anti-harassment policies, distribute them to employees, and ensure accessible complaint procedures in multiple languages.
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