Sexual Harassment Settlement Provides Lesson for Employers in California
On December 10, 2024, the Equal Employment Opportunity Commission (EEOC) confirmed that an employer in California agreed to settle a sexual harassment claim. Wireless World LLC—a cell phone retailer from Sacramento, CA—will pay $107,916 as part of the agreement. The case is instructive for employers as it shows the importance of taking a proactive approach to handling sexual harassment allegations. Here, our California employment lawyer provides a more detailed overview of the settlement and highlights three lessons for employers.
An Overview of the Workplace Sexual Harassment Settlement
Wireless World LLC—a company formerly known as Experts Choice—agreed to pay $107,916 to settle a sexual harassment lawsuit recently. Through the Equal Employment Opportunity Commission (the EEOC), the teenage female employee initially filed a workplace sexual harassment claim against another phone retailer (Elite Wireless Group, Inc.), which Wireless World acquired in 2019. The employee’s supervisor, a sales manager at the company, reportedly subjected her to sexual harassment and sexual assault in 2017. Despite her complaints and the fact that she filed a police report, the employer allegedly failed to take action. Among other things, it required her to continue to work shifts under that same sales manager, rather than taking proactive steps to address the allegations.
Three Lessons for Employers in California
Employers can learn some key tips about handling workplace complaints from this workplace sexual harassment settlement in Sacramento. Here are three key lessons for companies and nonprofit organizations in California:
- Take All Sexual Misconduct Complaints Seriously: First and foremost, employers in California must treat every report of sexual harassment with utmost seriousness—no matter the parties involved or the perceived severity at first glance. The Wireless World case emphasizes the severe legal consequences employers can face for ignoring such complaints.
- Proactively Protect the Alleged Victim from the Alleged Perpetrator: Employers should implement protective measures immediately after an employee files a complaint to maintain a safe work environment,. In this case, the failure to separate the alleged perpetrator from the victim exposed the plaintiff whistleblower to her supervisor’s potential further misconduct. Employers should consider placing the alleged perpetrator on temporary reassignments or administrative leave during an independent investigation into the allegations.
- Document All Efforts to Investigate the Matter and Protect the Employee: Finally, employers should document everything—from the initial sexual harassment complaint to any corrective or investigative efforts they take following the complaint. Comprehensive documentation throughout the investigation process is essential to protect both the company and the employee. Indeed, these records are crucial in demonstrating the employer’s diligence and response effectiveness in potential legal proceedings. The more documentation employers have regarding allegations of sexual harassment and the steps they took to protect the employee, the better positioned they are to protect themselves from legal liability.
Contact Our California Employment Lawyer for Employers Today
At Sloat Law Group, APC, our California employment attorney has the skills and experience to handle sexual harassment cases and protect the employer. We provide comprehensive representation—from training to investigation to litigation. Contact our employment law firm today for a completely confidential initial consultation. From our office in Riverside County, our firm represents employers in the Coachella Valley and throughout the State of California.
Source:
eeoc.gov/newsroom/phone-retailer-pay-107916-eeoc-sexual-harassment-lawsuit
