[Update: This article has been updated to reflect the new guidance from California’s Department of Fair Employment and Housing (“DFEH”) issued in March]

Many questions exist about the COVID-19 vaccine in terms of the workplace and employees.  Here are five common questions employers face in terms of mandating the vaccine and requirements that apply to

On December 16, 2020, the EEOC issued guidance on employer-mandated COVID-19 vaccinations.  The requirement by employers for employees to receive vaccinations raises many issues dealing with privacy, the extent of control employers have over employees, and workplace safety, among others.  Here are five issues employers should understand about the new EEOC guidance:

1. Can

By Anne McWilliams

As a reminder, our firm is operating and assisting employers across the state of California during these unprecedented times.  Please contact any of our attorneys to discuss any specific questions.  Here are some useful resources for California employers to keep up-to-date on the quickly developing issues here in California and across the

A couple of weeks ago I wrote about an employer’s obligations to conduct effective investigations into harassment claims.  I was typing at computerside tracked since that post, and promised to write about how employers should conduct the investigations.  This Friday’s Five lists five action items employers should utilize when conducting harassment investigations:

1. Selecting the investigator

Happy Friday.  Big data has entered into the employment context.  The EEOC is proposing changing the EEO-1 report to require employers to report about an employee’s earnings based on their race, gender and ethnicity.  Here are five things employers should know about the EEOC’s proposal:

1.      Proposal to add wage data about employees to EEO-1

The EEOC recently disclosed its fiscal year 2015 performance report.  The report is a good reminder to employers of the issues that they may likely face EEOC scrutiny.  Here are five key statistics employers should pay attention to:

1.     EEOC obtained more than $525 million in discrimination suits. 

Of this amount, the parties settled disputes