California juries can award punitive damages in sexual harassment cases when the employer acted with malice, oppression, or conscious disregard of rights.
Employers should evaluate power dynamics, including contractor relationships, when assessing harassment risks in California.
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Arbitration agreements in California cannot limit employees’ substantive rights to pursue sexual harassment claims or remedies provided by law.
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Multi-language accessibility is essential in California; policies must be translated when a significant portion of the workforce speaks another language.
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