California Anti-Harassment & Discrimination Prevention

Protected Characteristics under FEHA

California's Fair Employment and Housing Act (FEHA) protects employees from harassment and discrimination based on a wide range of characteristics. Recognizing these categories is the foundation of a respectful workplace.

• Race, color, ancestry, national origin, immigration status
• Religion, religious dress and grooming practices
• Sex, gender, gender identity, gender expression
• Sexual orientation
• Pregnancy, childbirth, breastfeeding & related conditions
• Age (40 and over)
• Physical or mental disability, medical condition, genetic information
• Marital status, military or veteran status

Types of Harassment

Harassment can be verbal, visual, physical, or written — and can occur in person, online, on calls, or at company-related events.

• Quid pro quo — conditioning a job benefit on unwelcome sexual conduct
• Hostile work environment — severe or pervasive conduct that alters working conditions
• Verbal — slurs, derogatory jokes, unwelcome comments
• Visual — offensive imagery, gestures, or displays
• Physical — unwelcome touching, blocking movement, assault
• Digital — emails, texts, chat messages, social media

Abusive Conduct

Abusive conduct is malicious behavior that a reasonable person would find hostile, offensive, and unrelated to legitimate business interests. It includes repeated infliction of verbal abuse, threats, intimidation, humiliation, and the gratuitous sabotage of work performance. Routine, respectful performance feedback is not abusive conduct.

Bystander Intervention & Respectful Culture

A respectful culture is built daily. The 5 D's of safe bystander intervention give you tools to act without putting yourself at risk.

• Direct — name the behavior calmly when safe to do so
• Distract — interrupt with a question or change of subject
• Delegate — get help from a manager, HR, or security
• Delay — check on the affected person afterward
• Document — record what happened (only when safe)

Reporting & Anti-Retaliation Protections

Multiple reporting channels are available. California law strictly prohibits retaliation against anyone who reports, participates in an investigation, or opposes harassment in good faith.

• Report to your direct supervisor or any manager
• Report to Human Resources or a designated complaint officer
• Use the company's confidential reporting hotline
• File a complaint with the California Civil Rights Department (CRD)
• Retaliation is unlawful — including demotion, exclusion, or schedule changes

Supervisor Responsibilities

Supervisors are mandatory reporters. They must escalate any complaint or witnessed conduct promptly to HR, document factually, maintain confidentiality on a need-to-know basis, take corrective action, and monitor for retaliation. Supervisors can be held personally liable under FEHA.