The California legislature has wrapped up business for 2013, and the result is a number of new laws impacting both consumers and providers of healthcare throughout the state.
A new year is upon us and so is a slough of new laws courtesy of our California legislature. As usual, California business owners have been targeted and will need to be keenly aware of these changes in order to focus more time on making money and less time on litigation.
One glance at recent national headlines will reveal that sexual harassment has come to the forefront as a leading issue in the contemporary American workplace. Employment law experts have suggested the reporting of sexual harassment incidents in the workplace has increased as the awareness of sexual harassment increases. More than half of all California employers already report at least one sexual harassment lawsuit each year.
An employee makes a claim to his or her employer of discrimination. The employer as rule of thumb needs to investigate the claim in order to address the claim and take appropriate action. However, what happens during the employer’s investigation when other employees do not want to participate or refuse to cooperate. This question was recently addressed by the California Court of Appeal in McGrory v. Applied Signal Technology, Inc. (2013) 212 Cal. App. 4th 1510.