Labor/Employment
Jul. 5, 2018
Unique challenges facing small employers in the #MeToo era
California law requires companies having five or more employees to take “all reasonable steps necessary” to prevent harassment from occurring.
Judith Droz Keyes
Partner
Davis Wright Tremaine LLP
Email: jkeyes@dwt.com
UC Berkeley SOL; Berkeley CA
Judith is a labor and employment lawyer who conducts workplace investigations, mediates employment disputes, and partners with employer-clients to navigate the complex system of laws and regulations that govern the California workplace. The views herein are those of the author, and not necessarily those of her law firm.
Small companies -- say, those with 40 or fewer employees -- don't usually have on-site or dedicated human resource staff because they don't feel the need and can't justify the expense. Start-up companies often don't have HR staff both because they're small and because it would clash with their entrepreneurial culture. These companies may choose to go it alone with someone like the founder or the office administrator managing the staff, or they may contract with a PEO ...
For only $95 a month (the price of 2 article purchases)
Receive unlimited article access and full access to our archives,
Daily Appellate Report, award winning columns, and our
Verdicts and Settlements.
Or
$795 for an entire year!
Or access this article for $45
(Purchase provides 7-day access to this article. Printing, posting or downloading is not allowed.)
Already a subscriber?
Sign In