California employers are required to create workplaces free from unlawful discrimination and are obligated to take all reasonable steps to prevent discrimination from occurring and to promptly correct any discriminatory conduct. However, discrimination in the...
Although there are clear definitions and legal guidance for harassment and discrimination, according to the Association of Workplace Investigators, bullying conduct is not typically legally prohibited and is often more subjective behavior, which makes it difficult to...
Bullying behavior in the workplace can have multiple serious repercussions for targets and witnesses, such as depression, burnout, and even symptoms associated with Post-Traumatic Stress Disorder (PTSD). In addition, according to the Association of Workplace...
Employers throughout California continuously realize the importance of conducting prompt, thorough, unbiased, and impartial workplace investigations when employee complaints related to discrimination, harassment, or retaliation arise. When one is received, employers...
Investigators should consider a record retention policy for investigations, which will be useful in case of litigation, defend the integrity of the investigation, avoid spoliation claims, and maintain efficient and ethical practices that reduce costs. Although...
Employers often struggle to decide whether to handle employee complaints internally or look for a California-licensed external workplace investigator. On the one hand, overburdening HR teams with too many issues might lead to an inability to respond promptly to...
