Can my employer be liable for a client's employee harassing me?

Yes, if the employer knew or should have known and failed to take reasonable corrective action.

Does one bad comment count as harassment?

Usually a pattern is required, but a single sufficiently severe incident can also qualify.

Should I report verbally or in writing?

Written reports create a clearer record and are generally recommended in addition to any verbal report.

What if my employer does nothing after I report?

You may be able to file a complaint with the California Civil Rights Department or the EEOC.

Discrimination, safety & civil rights

Harassment and Hostile Work Environment on a Security Post

Updated 2026-08-04 · 8 min read · Sacramento, CA dispatch

PPO #122730

Short answer

Under FEHA, an employer must take reasonable steps to prevent and correct harassment of its employees, including harassment directed at a security officer by a client's employees, tenants, or residents at a post site.

Harassment isn't limited to coworkers

Security officers often work on client premises where the harassing conduct comes from a client's staff, tenants, or residents rather than a direct coworker.

FEHA holds the employer responsible for correcting harassment by non-employees if the employer knew or should have known and failed to act.

A single severe incident, or a pattern of unwelcome conduct based on a protected trait, can create a hostile work environment claim.

Examples and employer duty

Scenario	Who is involved	Employer's typical duty
Resident makes repeated racial remarks to a guard	Client resident	Investigate and, if needed, reassign or restrict site access
Supervisor makes unwanted sexual comments	Coworker/supervisor	Investigate, discipline, prevent recurrence
Client staff repeatedly mocks a guard's accent	Client employee	Raise with client, document, consider reassignment

Documenting a harassment concern

Write down dates, times, locations, and exact words used
Identify any witnesses on shift
Report through the employer's internal complaint process in writing
Keep copies of any texts, emails, or incident reports submitted

Research and education only

This page is provided by Summit Force Security Group for research and education purposes only. Summit Force Security Group is not a law firm and does not provide legal advice or legal representation.

For guidance on a specific incident, consult a licensed California attorney or contact the California Civil Rights Department.

Official sources & local data

We link to the agencies rather than reprinting them, so you always land on the current version. Summit Force is not affiliated with or endorsed by any agency listed here.

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Questions we get every week

Harassment and Hostile Work Environment on a Security Post — the follow-ups

Can my employer be liable for a client's employee harassing me?: Yes, if the employer knew or should have known and failed to take reasonable corrective action.
Does one bad comment count as harassment?: Usually a pattern is required, but a single sufficiently severe incident can also qualify.
Should I report verbally or in writing?: Written reports create a clearer record and are generally recommended in addition to any verbal report.
What if my employer does nothing after I report?: You may be able to file a complaint with the California Civil Rights Department or the EEOC.

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Research only — not legal advice

Summit Force Security Group (PPO #122730) is a licensed private patrol operator, not a law firm. Nothing on these pages is legal advice.
We do not represent anyone in any legal, administrative, or employment matter, and reading this library creates no attorney-client relationship.
As a courtesy we summarize publicly available statutes, agency guidance, and well-known court decisions, and we link to the official source so you can read the primary text yourself.
Laws change and courts reinterpret them. Verify the current text at the official source and consult a licensed California attorney or the relevant agency about your own situation.
Nothing here implies endorsement or affiliation with BSIS, the Department of Consumer Affairs, the Labor Commissioner, the Civil Rights Department, Cal/OSHA, the State Bar, or any court.