Employers always have many things to take into account when choosing an investigator. Should the investigation be handled in-house or overseen by someone outside the organization? Should the investigator be legal counsel? Should law enforcement be involved? Our next installment in our "Workplace Investigations Series" explores these commonly-asked questions.

Our new podcast series, "Workplace Investigations," explores when workplace investigaitons are necessary and an employer's obligation to conduct investigations. Part 4 focuses on litigation considerations, as employers should always assume that workplace complaints could go to litigation, and this possibility should factor into how investigations are conducted.

Our new podcast series, "Workplace Investigations," explores when workplace investigaitons are necessary and an employer's obligation to conduct investigations. Part 3 focuses on what California employers should consider when starting an investigation in the workplace.

Part 2 focuses on what should be investigated in the workplace: from serious allegations to personality disputes, Anthony Zaller conveys the importance for employers to seriously listen to all workplace complaints.

While sexual harrasment is an obvious case for workplace investigations, there are many situations that may require an investigation to be conducted to prevent employee litigation. Anthony Zaller highlights other instances where an investigation should be conducted, as employers have a duty to keep their workplace safe.

The California Private Attorney's General Act (PAGA) is a piece of legislation that is becomeing increasingly dangerous for California employers. Just what is it and how can employers protect themselves?

Anthony and Anne discuss their thoughts on the potential outcome of the US Supreme court case Viking River Cruises, Inc. v. Angie Moriana that could drastically change California's PAGA and the law's impact on Californina employers. Date of Recording: March 30, 2022.

Here in California, employers can't use non-competition or non-solicitation clauses. But there is something they can do to protect their IP when employees leave.

Misclassifying employees at a startup can result in astronomical penalties. Anthony Zaller discuses some considerations start-up companies in California need to understand.

As managers increasingly use personal cell phones, text messages, and apps to communicate with work forces, employers should be aware of when this may create an obligation to reimburse employees for their cell phone usage.