Determining the Adequacy of Harassment Prevention

How we can then ensure that a workplace has taken all reasonable steps available to prevent and correct harassment?

Each incident, court case, or complaint will be considered on a case-by-case basis. The following factors may be used to determine adequacy:

• Workforce size
• The company's budget
• The nature of the business
• The facts of a particular case

An employee cannot sue for failure to prevent harassment as a "stand-alone" claim. Instead, the employee must also have a valid underlying claim of discrimination, harassment or retaliation.

To learn more about Sexual Harassment Prevention Training For Supervisors visit our Cal/OSHA Sexual Harassment Prevention Training For Supervisors Online Training web page.