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AB1825, California’s New Sexual Harassment Law



Don’t wait until it’s too late – Find out what is going on now according to the word of GOD!

Article on California’s new law ab1825

I have been involved in a number of sexual harassment investigations and completely understand the importance of insuring that individuals within the workplace are protected against it. However, I don’t feel another law, like the one California put into effect at the end of 2005 called AB1825. Companies have enough on their plates already without yet another law to make sure they don’t violate.

One of the most difficult sexual harassment claims I ever handled happened in California when I was a Human Resources Director for a large hotel chain. Even though the incident happened long before AB1825 was enacted. It would not have changed anything that happened. I had already implemented a strong sexual harassment policy and conducted training with not only our supervisory staff, but also our regular employees.


Great information to update your Sexual Harassment Policy for AB1825
An employee came into my office that day and claimed her supervisor had raped her! I was stunned to say the least that such a horrible and tragic event could have happened under my watch. Whether AB1825 is on the books or not, did not change the fact that this was a very serious allegation and must be handled correctly and with extreme sensitivity toward the claimant. One of the first things I asked was if she would feel more comfortable with a female manager present as she explained to me what had taken place. She agreed that she wanted a female manager present, and I was of course relieved at that.

Because she claimed her supervisor raped her it goes against the whole idea of AB1825 in that it targets supervisors knowing how to protect their employees against it. Or at least one phase of the training is directed at that. In this situation the supervisor who was supposed to guard against and or identify threats was the person who actually violated the law, if she was telling the truth. As the facts unraveled we discovered that she was not raped; however, there was no doubt about sexual harassment.

As a Human Resources Director anytime a claim of sexual harassment is made the truth is always what we are aiming to get at since it is such a damaging claim. If the claim is true the claimant must deal with the horror of the event and must be protected against future harassment. If the claim is false then the person being charged with sexual harassment may experience unnecessary harm to their family situation. In both cases it can bring severe harm to either party if we are wrong. Ab1825 doesn’t do anything to help with that process. If anything it increases the likelihood of false claims.

I am a very strong advocate for protecting everyone’s rights within the workplace. A workplace should be somewhere that employees can feel safe to do their jobs, free from harassment or discrimination. As far as I am concerned AB1825 only brings more attention to sexual harassment, which I guess isn’t a bad thing. But I would argue that California should have placed more attention on the laws that are already on the books, rather than create new ones that only cloud the issue more.

Good Luck and May God Bless You!

The information contained in this article on AB 1825 or in any article provided by Good Leadership Skills on the website Leadership-Skills-for-Life.com, has not been prepared, endorsed, or reviewed by any form of licensed legal professional including but not limited to an attorney. Nothing in this article on AB 1825 or on Good Leadership Skills for Life website should be taken as legal advice, but instead should act as a useful resource in providing general information that may be useful to members of the general public. All visitors are encouraged to consult with a licensed attorney/lawyer in all legal matters. You should not act, or refrain from acting, based upon any information on this web site. This information does not, and is not intended to, constitute legal advice.

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