Skip to content

Menu

Anthony Zaller logo
HomeAboutContactResourcesSubscribeConnect & FollowSub-Menu Subscribe by RSS Follow me on Twitter Join me on LinkedIn
Search
Close

California Employment Law Report

The latest litigation trends, court decisions, & issues on California employment law

Home » Procedures to follow in investigating sexual harassment claims

Procedures to follow in investigating sexual harassment claims

By Anthony Zaller on July 17, 2014
Posted in Best Practices For California Employers, Employee Handbooks, Wrongful Termination

//www.youtube-nocookie.com/embed/sDUGt3ZSOjY?list=UUimnj6THadpKkPc3t0EHtaQ

Tags: Best Practices For California Employers, Employee Handbooks, investigating sexual harassment, investigations, retaliation, sexual harassment prevention, Wrongful Termination
Print:
Email this postTweet this postLike this postShare this post on LinkedIn
Related Posts
Bill with credit card
Mandatory fees on customer checks carry layered legal exposure in California.
 Friday’s Five: Mandatory Fees and Service Charges in California — What Employers Should Know
April 24, 2026
Arbitration Agreement - O'Dell v Aya Healthcare Services
Five Takeaways for California Employers from the Ninth Circuit’s Arbitration Ruling in O’Dell v. Aya Healthcare Services
April 17, 2026
Job Post
What California Law Requires in Your Job Postings
April 3, 2026

Stay Connected

RSS YouTube Spotify Twitter LinkedIn Facebook Instagram
Subscribe

Topics

Archives

California Employment Law Report

Published
Anthony Zaller, Zaller Law Group, PC
RSS YouTube Spotify Twitter LinkedIn Facebook Instagram
Privacy PolicyDisclaimer

About the Author

Anthony is a litigation attorney who focuses on representing employers in California labor and employment law matters and has extensive experience in litigating class action and single plaintiff lawsuits. He is the founding partner of the Zaller Law Group, PC, located in El Segundo.  Zaller Law Group litigates cases throughout California.

Copyright © 2026, Anthony Zaller All Rights Reserved.
Law blog design & platform by LexBlog LexBlog Logo