Attendance should be simple: employees are supposed to come to work. But sometimes the reason they are not at work implicates sick leave, disability accommodation, family leave, pregnancy protections, workers’ compensation, or another protected right. In this episode, Jen explains how employers can enforce legitimate attendance expectations without turning an ordinary attendance problem into a legal claim.

Nearly everyone has a recording device in their pocket, and employees are increasingly using them in meetings, investigations, performance discussions, and conversations with supervisors. In this episode, Jen breaks down California’s rules on workplace recordings, when a secret recording may be illegal, when discipline may create its own legal problems, and why a company’s “no recording” rule does not necessarily end the analysis.

Copying a lawyer on an email does not magically make it privileged. Neither does writing “Attorney-Client Privileged” at the top. In this episode, Joe Beachboard and Jen break down what attorney-client privilege really protects, when it applies in the workplace, how employers accidentally waive it, and why seemingly harmless emails can become Exhibit A in litigation.

Employment law can get complicated fast, but most workplace problems come back to a handful of basic rules. In this episode, Jen goes back to the fundamentals every California employer should understand—from wage and hour and discrimination to leaves, accommodations, documentation, and termination. Think of it as Employment Law 101: the things employers really need to know in 15 minutes.

In this episode, Jen walks through a quick employment law checkup every California employer should take. Listeners will learn five questions that can reveal common compliance gaps and how EmployersLawyer can help organizations stay current, spot problems earlier, and make better workplace decisions before small issues become expensive ones.

In this episode, Jen and Joe take stock of the employment law developments shaping California workplaces halfway through 2026. They highlight important new cases, regulatory developments, and emerging compliance issues, and explain what employers should be watching and doing now as they head into the second half of the year.

In this episode, Jen explores why the real challenge for California employers is not finding more employment law information—it is knowing what matters and what to do with it. Listeners will learn how to cut through the noise, identify developments that require action, and use EmployersLawyer to turn employment law updates into practical workplace decisions.

In this episode, Jen and Shaw Law Group attorney Dilpreet Mayall discuss the labor relations fundamentals that every new professional should learn—and experienced practitioners should never overlook. They explain why the National Labor Relations Act matters even in non-union workplaces, discuss the importance of recognizing protected concerted activity, and share practical guidance on documentation, contract administration, front-line leader training, and maintaining productive relationships with union representatives. Throughout the discussion, they highlight common mistakes that create unnecessary legal risk and offer practical strategies employers can implement right away.

In this episode, Jen explains why good documentation is one of an employer's most valuable risk management tools. She discusses why otherwise defensible employment decisions can unravel because of poor documentation, shares practical tips for creating clear and credible records, and highlights the common documentation mistakes that create unnecessary legal exposure.

In this episode, Jen discusses why an employer's response during the first 24 hours after receiving a workplace complaint often determines whether the issue is resolved—or becomes litigation. She explains the immediate steps HR professionals and leaders should take when concerns are raised, including preserving evidence, preventing retaliation, communicating appropriately, and deciding when a formal investigation is necessary.