by Shawn Larry | Jun 26, 2024 | Workplace investigations
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...
by Shawn Larry | Jun 11, 2024 | Workplace investigations
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...
by Shawn Larry | May 28, 2024 | Workplace investigations
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...
by Shawn Larry | May 10, 2024 | Workplace investigations
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...
by Shawn Larry | Mar 25, 2024 | Workplace investigations
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...
by Shawn Larry | Mar 11, 2024 | Workplace investigations
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...
