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
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:
A common question posed to me this past week was what types of lawsuits should employers be concerned about once the economy begins to reopen. I figured that the California economy is slowly reopening, so I should start writing my Friday’s Five lists again – so here are the top five areas of concern I
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
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.
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.
Employers need to review their compliance with California’s sexual harassment training requirements 
on a periodic basis. When doing so, it is a good time to update policies and remind employees about the company’s policies on a routine basis – not just when a complaint is made. This Friday’s Five provides reminders about sexual harassment training
1. Have a good anti-harassment policy and conduct required training for supervisors.
It is legally required that all California employers provide information to employees regarding harassment. The Department of Fair Employment and Housing provides the following guidelines for employers:
Employers must help ensure a workplace free from sexual harassment by distributing to employees information on
Title VII prohibits employers from retaliating against employees who report workplace race or gender discrimination. The issue examined by the US Supreme Court in Crawford v. Metro Government of Nashville, was whether this protection extends to an employee who speaks out about discrimination not on her own initiative, but in answering questions during an