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
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
California employment law is a mind field that carries huge exposure for employers not proactively monitoring legal developments and potential legal issues. There are some statements employers in California should never make, and this Friday’s Five reviews misaligned statements that can create significant liability for an employer.
1. My company has employment practices liability insurance
A former employee at Uber has made news this week in claiming that she was subjected to sexual 
harassment while working at Uber, and her complaints were not satisfactorily resolved. I don’t want to get into the judgment of who was possibly right or wrong in this case, but use it as a good