We Can Help With Sexual Harassment Training and Workplace Investigations
Contact Our San Diego Employment Law Attorney for More Information
California law now requires many employers to offer mandatory sexual harassment training. Former Governor Jerry Brown signed SB 1343 into law, which requires employers with five or more employees to provide sexual harassment training by January 1, 2020. SB 1343 has certain requirements for supervisors and regular employees. If your business needs help with sexual harassment training, then you can contact our law office for assistance. The Gould Firm offers sexual harassment training services for businesses in San Diego County and the surrounding areas.
We also offer independent workplace investigation services. California labor law lawyer Evan Gould has years of experience helping businesses and employees with employment law matters. If you need an independent investigator for a workplace issue, then you can reach out to us for assistance. The Gould Firm has experience with sexual harassment, discrimination, retaliation and family leave matters.
San Diego sexual harassment lawyer Evan Gould is dedicated to helping businesses find economical and effective solutions for resolving employment law disputes.
Sexual Harassment Training in California
Most businesses in California are subject to the requirements in SB 1343, the state’s mandatory sexual harassment training law. If your business is covered by this law, then you must provide sexual harassment training to your supervisors, employees and workers by January 1, 2020.
There are additional requirements your business must meet under SB 1343. Those requirements are listed below:
- Supervisors must receive more training than regular employees. Under SB 1343, supervisors must receive two hours of sexual harassment prevention training. Regular employees must receive one hour of training under the new law.
- Part-time employees, temporary workers and contractors count towards the five-employee requirement under SB 1343.
- Your business must provide training within six months of an employee’s or worker’s start date. In addition, you must provide training to employees every two years after the first training session. For temporary and seasonal employees hired to work for six months or less, training is required within 30 days of the start date or within their first 100 hours of work.
- Temporary workers who work on behalf of a temp agency for your company must receive this training through the temp agency.
You must comply with these requirements. Otherwise, the California Department of Fair Employment and Housing (DFEH) may seek an order to force your business to comply with the law.
The Gould Firm can help you develop and execute sexual harassment training prevention programs. We offer these services for businesses in San Diego County and the surrounding areas. You can reach out to us for a consultation explaining how our training services can help your business remain in compliance with state law.
Independent Workplace Investigations in San Diego
San Diego employment law attorney Evan Gould can also help businesses with independent workplace investigations. Our law firm can help ensure that your business is in compliance with California and federal employment laws. We can help with cases that involve sexual harassment, workplace discrimination, retaliation, pregnancy leave, wage disputes and retaliation. Our San Diego employment law attorney can help your business stay in compliance with laws that include:
- The California Fair Employment and Housing Act (FEHA)
- The Americans with Disabilities Act (ADA)
- The Age Discrimination in Employment Act (ADEA)
- The Civil Rights Act
- California Minimum Wage Law
- California Overtime Pay Law
- California WARN Act
- Federal Family and Medical Leave Act
- California Family Rights Act
- California New Parent Leave Act
California is known nationwide for having the most effective and encompassing employment laws the United States. While federal laws could also apply to the situation your business is facing, state laws are generally broader and offer far more legal protections to employees. FEHA is a prime example, as its disability discrimination requirements cover more employees than the ADA.
It is important that your business remains in compliance with these laws or you could face monetary or legal consequences. Attorney Evan Gould can act as an independent, third-party investigator to help your business resolve issues relating to the laws mentioned above. Contact us for a consultation explaining how our services can help your business.
Neutral Fact-Finding and Workplace Investigations
For most employers, it is not a matter of if an employee will report a claim or concern but a matter of when. At some point, every California employer will receive some complaint or information from an employee or the public that must be investigated. Workplace concerns, complaints, and threats require a thorough investigation which will help an employer to uncover and remedy a disruptive, illegal or potentially dangerous situation.
A thorough investigation may also help to protect the employer from liability in the event of litigation by an employee alleging injury. A shoddy investigation, or worse, no investigation, can exacerbate problems in the workplace, have a negative impact on employee morale, and expose an employer to liability for the acts of its employees. Ignoring such complaints can create liability for an employer based on the employer’s negligence in failing to prevent or eliminate illegal conduct in the workplace which causes harm or injury to an employee.
The most common claims that demand an employer’s attention and a thorough investigation include:
- Sexual harassment “Quid pro quo” and Hostile Work Environment Claims
- Claims alleging Discrimination, Harassment and Retaliation based on Race, National
- Origin and Ethnicity
- Claims alleging Discrimination, Harassment and Retaliation based on Age, Disability,
- and Gender
- Discrimination, Harassment and Retaliation based on Religion, Marital Status, Sexual
- Claims alleging Failure to Provide Reasonable Accommodation for a disability covered
- under the ADA and FEHA
- Claims alleging a Failure to Engage in the Interactive Process under the ADA and FEHA
- Whistleblower Claims
- Allegations of Employee Fraud, Ethical violations and Embezzlement
- Workplace Violence
- Abuse of drugs and alcohol
- Denial of overtime, rest breaks and meal periods
- Hostile and or abusive work environment and Bullying
Mr. Gould is well versed in the best practices for workplace investigations and takes great efforts to investigate a clients’ workplace issue in a discrete, timely and confidential manner. Mr. Gould will provide employers with a summary of findings, along with a well-written and documented investigative report to help employers make informed decisions and document the fact they acted promptly and took the complaint or concern seriously.
Document Preparation or Review Services for Employers and Employees
Attorney Evan A. Gould and The Gould Firm can assist you in preparing, updating or reviewing various routine documents on an as-needed basis and offers either a flat rate or hourly fee based on the scope of work. Documents we handle include:
- Employment Offers
- Severance Offers
- Policies and Procedures
- Simple Contracts
- Collection Demands
- Cease and Desist Letters and more.
About Our San Diego Employment Law Firm
The Gould Firm is a San Diego employment law firm with years of experience helping California employees and businesses. Attorney Evan Gould is committed to providing passionate and effective legal services to businesses and employees in San Diego and the surrounding areas. If you have questions about our sexual harassment training or independent workplace investigation services, then you can reach us by calling (619) 273-3431 or by using the contact form on our website.
San Diego employment law attorney Evan Gould is also an experienced arbitrator and mediator. We can help your business resolve employment law matters without suffering from the common pitfalls associated with traditional courtroom litigation. You can learn more about our employment law arbitration and mediation services by exploring our website.