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How California Limits Harassment Damages When an Employee Does Not Report Key Takeaways: The avoidable consequences doctrine in California is a damages-reduction rule, not a liability shield, arising from State Department of Health Services v. Superior Court (2003) 31 Cal.4th 1026. Under FEHA, employers remain strictly liable for supervisor harassment, and the doctrine only limits recovery for harm an employee reasonably could have avoided by using internal complaint procedures. The employer carries the full burden under CACI No. 2526 to

When Taking Family Leave Costs You Your Job Key Takeaways: CFRA retaliation occurs when a California employer punishes an employee for requesting, taking, or participating in a proceeding about protected family or medical leave under Government Code § 12945.2. Eligible employees at companies with 5 or more workers may take up to 12 workweeks of job-protected leave in a 12-month period for serious health conditions, caring for covered family members or a "designated person," or bonding with a new child.

Understanding Your Right to Take Legal Action Against Workplace Discrimination Key Takeaways: To file a workplace discrimination claim in Los Angeles under California’s FEHA, you must be an employee or applicant who experienced an adverse action tied to a protected characteristic, working for a covered employer, and act within the filing deadline. FEHA protects a broad range of traits and covers employers with five or more employees for discrimination, while harassment protections apply to all employer sizes, far more expansive