As we start 2023 it is a perfect time for companies to conduct a California employment law practices audit to ensure that policies are compliant, managers are properly trained, and the company is maintaining the required records for the necessary length of time. Here are five topics to review in conducting an audit and a
Under California law, employers have a duty to investigate misconduct and take remedial action to prevent further discrimination or harassment from occurring in workplace. See Gov. Code section 12940 (j)(1)(k). This Friday’s Five lists five action items employers should utilize when conducting workplace investigations:
1. Selecting the investigator
Employers should take time to train an
Due to popular demand, my firm is replying our webinar we conducted recently discussing key California employment laws passed in this legislative session. Attorneys from the firm discuss 5 general areas of new legislation facing California employers:
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.
Yesterday, September 30, 2018 was the last day for Governor Brown to sign or veto legislation passed by the California legislature this year. Here is a list of the employment bills that were signed and will impact California employers in 2019 (the bills will become effective January 1, 2019, unless the bill specifies otherwise):
California’s Fair Employment and Housing Council published new regulations pertaining to anti-discrimination and anti-harassment requirements effective April 1, 2016. Employers need to review and potentially update their policies in order to meet the new requirements.
The full text of the regulations can be obtained here.
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
The laws passed in 2014 added some new posting requirements and resulted in the need to 
revise some of the notices California employers are required to provide to employees. This Friday’s Five Best Practices article sets out five items California employers should review before the start of 2015:
1. Review newly published frequently asked questions
President Obama’s announcement of his controversial plan to provide amnesty for illegal 
immigrants to remain in the country who meet certain requirements raises a few employment and immigration issues for employers. Putting the politics aside, it is a good time for employers to review their obligations under the law to confirm a worker’s eligibility to
1. Automatic liability for a company when harassing or discriminatory conduct is taken by supervisors.
A company is automatically liable for any harassment or discriminatory actions taken by its supervisors. Under California’s Fair Employment and Housing Act (FEHA), a supervisor is defined as anyone who has the authority to hire, transfer, suspend, layoff, recall, promote