Best Practices For California Employers

A California appellate opinion issued yesterday offers a fact pattern and jury verdict familiar to employment counsel: A longtime employee resists a proposed change pushed by his new boss, citing an anxiety disorder; the new boss finds the claimed anxiety a dubious excuse; the boss learns the employee has been moonlighting and potentially using company

The Families First Coronavirus Response Act was passed by the Senate and signed by President Trump on March 19, 2020.  The Act provides for two paid leaves that employers across the United States must provide to employees in response to the coronavirus epidemic.  The Act is effective in 15 days and applies to employers with

Updated March 22, 2019

In response to the coronavirus, many cities throughout California are issuing emergency orders and placing temporary restrictions on certain business, such as restaurants, bars, movie theaters, bowling alleys, arcades, and gyms.  Los Angeles City has issued an order to temporary close these type of establishments until March 31, 2020.  If

OSHA published “Guidance on Preparing Workplaces for COVID-19” to help companies respond to coronavirus in the workplace.  The resources can be downloaded here: https://www.osha.gov/Publications/OSHA3990.pdf

It is a great resource to help employers with planning for steps to take over the next few weeks.

OSHA recommends employers take infection prevention measures, which include:

Develop, Implement, and

Attorneys from our firm gathered for this Q&A on Friday, March 13, 2020 to discuss common questions facing California employers with the coronavirus epidemic.  We discuss the following topics:

  • Providing time off for employees due to school closures
  • Dealing with employee’s requests not to work
  • Masks in the workplace
  • Screening employees
  • WARN issues for mass

As a preview to my Firm’s seminar next Thursday on how to conduct workplace investigations (information and registration is at this link), this Friday’s Five lists five action items employers should utilize when conducting harassment investigations:

1. Selecting the investigator

Employers should take time to train an in-house person who can conduct harassment investigations. 

By Michael Thompson

You are busy. You’re a small-business owner with a to-do list a mile long. Or maybe you’re a manager or HR professional being pulled in fifteen different directions.

Also, employment law is complex and demanding (especially in California). Even simple things like updating your handbook to address 2020 changes feels like a

These five reminders are a must for documenting employee performance:

1. Get employee feedback during counseling.

Employees are more likely to ultimately accept critical performance reviews if their feedback is heard. This does not mean that the employer must agree with the employee’s feedback, but just that the employer is considering their feedback in the