Legal Question in Employment Law in California

When an employee complains to their employer that they have been sexually harassed, the employer has a legal obligation to investigate and take immediate corrective action to make sure the harassment does not continue. This is true, even though the accused harasser is not employed by the company. The law does not instruct employers on what steps they must take; only that the corrective action be effective to prevent further harassment. If that means it is enough to make sure you are on the premises when the painter/handyman is there, then that is something you may consider. Each case is different and should consider all of the circumstances involved.

With multiple complaints, unless you have reason to suspect they are false, you risk being sued unless you remedy the situation properly and promptly. An employer is legally required to investigate such complaints to determine the truth, then take appropriate remedial action to protect the victim[s] from further problems or risk of retaliation. A single first incident could justify a counseling and warning. For repeated offenses, most companies would probably fire the man for misconduct. To put it in perspective: if one of your women employees came to me and explained there had been such a complaint that you did not take seriously enough to properly discipline or terminate him for, and the problem occurred again, I would be happy to take their case and sue the company.