What Does AB 933 State?
This legislation expands the definition of privileged communication in defamation cases under the California Civil Code to now include good faith statements made regarding sexual assault, harassment, discrimnation and
cyber-sexual bullying.. The law took effect on January 1, 2024.
Previously, California statutes outlined specific privileged communications, protecting speakers from defamation claims. These privileged categories included statements made in pursuit of a lawsuit or the proper discharge of official duties. AB 933 amends California Civil Code § 47.1, by designating a communication "without malice, regarding an incident of sexual assault, harassment, or
discrimination" as privileged. This protection extends to individuals with a reasonable basis for filing a complaint, regardless of whether a formal complaint is submitted.
This bill comes at a time when many people shy away from reporting their workplace incidents for fear of being ostracized and slandered, and makes it easier for people to report work misconduct, without the threat of retaliation on their employers or aggressor’s side.
Who Is Protected By This Law?
The privilege applies to individuals with a "reasonable basis to file a complaint of sexual assault, harassment, or discrimination." In other words, the new law safeguards the person who experienced the underlying conduct, such as sexual harassment or assault. This protection extends even if the individual chooses not to file a complaint about sexual misconduct.
It’s also important to note that this bill covers survivors of sexual assault, harassment or
discrimination in all workspace . As the new bill isn’t limited to sexual assault claims and include discmrination, it also covers claims for sexism, homophobia, ageism, religious intolerance, and noncompliance with disability protection laws.
What Can Be Submitted as Communication?
AB 933 broadly defines "communication" to encompass factual information related to:
- "An act of sexual assault”.
- "An act of sexual harassment”.
- "An act of workplace harassment or discrimination, failure to prevent such acts, aiding, abetting, inciting, compelling, or coercing such acts, or retaliation against a person for reporting or opposing workplace harassment or discrimination”.
- "An act of harassment or discrimination, or retaliation against a person for reporting harassment or discrimination, by the owner of a housing accommodation"; or
- "An act of cyber-sexual bullying," as outlined in California's Education Code.
Simply put, the communications to submit can be emails, chats, documents, and such that record misbehavior and serve to provide credibility to the allegations.
What Remedies Can Be Obtained?
Typically, in defamation cases, defendants cannot seek reimbursement of attorneys' fees if they win. However, with AB 933 things drastically changed.
If the individual can successfully prove they had a reasonable basis for their allegations of sexual assault, harassment or discrimination against the party retaliating against them then the victim can recover attorneys' fees and costs, along with treble damages and punitive damages.
This avoids the revictimization and backlash the survivors often face for reporting their assailants and helps promote individuals coming forward to report
workplace misconduct more safely.
If you or someone you know have experience workplace sexual assault, harassment or discrimination and are seeking to report it, consult with LFECR. Our experienced employment rights lawyers at LFECR are here to guide you toward a resolution that upholds your rights and dignity.
LFECR is an experienced employment law firm that can provide guidance, support, and legal representation to help you pursue justice and hold your former aggressor accountable for their actions.
Call
844-619-7541
today for a free and confidential consultation to get the help you need and deserve.
Frequently Asked Questions
1. What protections does California Assembly Bill 933 provide for victims of workplace hostility?
AB 933 expands legal protections for individuals who report workplace sexual assault, harassment, or discrimination. The law prevents aggressors or employers from filing retaliatory defamation claims against the person reporting the misconduct, allowing survivors to come forward safely.
2. Who is protected under California’s AB 933?
The law protects anyone with a reasonable basis to report sexual assault, harassment, or discrimination in the workplace. This includes survivors of sexual misconduct, as well as those reporting discrimination based on age, sex, religion, disability, or other protected characteristics.
3. What types of workplace communications are covered under AB 933?
AB 933 allows individuals to submit factual communications such as emails, chats, documents, or other records related to acts of sexual assault, harassment, discrimination, retaliation, or cyber-sexual bullying, without fear of defamation claims.
4. Does AB 933 cover situations where no formal complaint is filed?
Yes. Even if an individual chooses not to submit a formal complaint, AB 933 protections still apply, as long as the person has a reasonable basis for reporting the misconduct in good faith.
5. What remedies can victims pursue under AB 933?
If a survivor successfully demonstrates a reasonable basis for their claims, they may recover attorneys’ fees, treble damages, and punitive damages. These remedies help prevent revictimization and protect individuals who report workplace misconduct.
6. How does AB 933 support workplace reporting in California?
By expanding privileged communications and shielding reporters from retaliatory defamation claims, AB 933 encourages individuals in California to report workplace sexual assault, harassment, or discrimination without fear of legal backlash from aggressors or employers.
7. When did California’s AB 933 go into effect?
AB 933 took effect on January 1, 2024, and applies to all workplace communications related to sexual assault, harassment, or discrimination reported in good faith.
