Reporting sexual harassment at work can be stressful. After making a complaint, employees often face HR questions, work shifts or unfair treatment. They may also worry that their employer will fire, demote or otherwise punish them for speaking up. California law strictly bans employers from retaliating against workers who report harassment.
Recommended actions during an investigation
Staying organized helps employees protect their legal rights throughout an internal investigation. These steps can help keep an employee’s account clear, accurate and easy to verify, including:
- Documenting and preserving evidence: Employees should save emails, text messages, performance reviews and internal chat logs. They should write down the dates, times and details of key events. Employees should not delete or change digital files related to the complaint.
- Following workplace procedures: Employees should cooperate fully with the investigation by answering appropriate questions truthfully and providing relevant evidence to HR when requested.
- Avoiding unnecessary discussions: Employees should keep details of the report private. They should not talk about the complaint with colleagues or post details on social media.
However, if company procedures fail to resolve the issue or if workplace treatment worsens, external legal options may become an option. Workers can file an official complaint with the California Civil Rights Department (CRD) or pursue a civil lawsuit to hold the employer accountable.
Consulting an employment attorney
A California employment attorney can review the facts to see if an employer broke state law. An attorney can also explain key filing deadlines and next steps. Workers do not need to wait for an internal review to finish before getting legal help. Consulting an attorney early helps workers protect their claims by preserving key evidence, avoiding statement traps during HR interviews and meeting strict state filing deadlines.