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):
Here are five questions that a company, either through its managers or human resources department should be asking its employees on a routine basis:
1. Are you aware of the company’s open-door policy?
If the employee is not aware of the policy, explain it to them, and document the conversation. If done right, this can
Employers are strictly liable for the actions of its supervisors, managers or agents under the doctrine 
of respondeat superior. Here are five key concepts employers must understand about the liability that could be created by managerial employees.
1. Respondeat superior holds employers automatically liable for actions by managers
The respondeat superior doctrine provides that “an
A lot was happening this week in California’s employment law. This week’s Friday’s Five is a round-up on the highlights:
1. Los Angeles City Council votes to require employers to provide 6 days of paid sick leave.
The LA City Council approved a measure to require employers to provide employees up to six paid sick
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.
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
Q: Is it “Illegal” to work with a relative as your co-worker or supervisor, or is it left up to the facility/business to make rules regarding how/who they hire as their employees?
There is nothing in California law that prohibits family members from working together. However, many companies institute non-fraternization or anti-nepotism policies as a