Labor/Employment
Mar. 18, 2015
Employers can't stop harassment if it doesn't exist
A recent decision provides welcome guidance about when an employer is liable for failing to prevent sexual harassment or discrimination under the Fair Employment and Housing Act.
Timothy D. Reuben
Reuben MediationTim Reuben spent more than 40 years handling complex legal disputes in California's state and federal courts. As the founder and managing partner of Reuben Raucher & Blum in Los Angeles, he has worked on a wide range of matters through jury and bench trials, arbitration, mediation, judicial reference, and settlement conferences across multiple areas of civil law, including commercial, real estate, construction, employment, intellectual property, insurance, professional liability, and unfair competition.
The 2nd District Court of Appeal's recent decision in Dickson v. Burke Williams Inc., B253154 (March 6, 2015), provides welcome guidance about when an employer is liable for failing to prevent sexual harassment or discrimination under the Fair Employment and Housing Act (FEHA).
Plaintiff Domaniqueca Dickson, a massage therapist, filed an employment action against her employer, Burke Williams Inc., alleging that two customers sexually and racially harassed and discriminated...
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