After COVID-19, the global shift towards remote and hybrid work models, virtual communication has become the norm amongst organizations. Social media platforms, once considered external to the workplace, now serve as virtual extensions of the office; therefore,...
The recent ruling in Bailey v. San Francisco District Attorney’s Office by the California Supreme Court establishes how allegations, particularly those relating to racial harassment, should be approached: even an isolated, single instance of racial misconduct...
Understanding and effectively addressing instances of retaliation within an organization in California is crucial for maintaining a positive work environment and preventing potential legal and financial liability. It is important to proactively address and resolve any...
In response to the increasing incidents of workplace violence across the state, the California Legislature is committed to promote workplace safety. This resulted in Senate Bill (SB) 553, which became effective on July 1, 2024, and requires California employers to be...
When employee complaints arise related to discrimination, harassment, or retaliation, California employers are legally obligated to investigate. Oftentimes, organizations seek an external resource to ensure that the workplace investigation is not only prompt and...
For some California employers, handling workplace investigations is challenging due to their HR representatives’ lack of sufficient expertise to conduct thorough, prompt, and impartial employee complaint investigations. In California, organizations must follow a...
