Effective January 1, 2022, SB 493 requires certain California higher education institutions to enact notice and posting requirements, and implement a fair and impartial process for investigating reports of sexual harassment and violence.
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In this holiday greeting video, Maier Law Group (MLG) partners Diana Maier and Margarita Wear share an update about their lives and the firm’s work.
This case, and its unprecedented punitive damages, should serve as a crucial reminder that when employees raise complaints, employers must act with swiftness and seriousness to investigate and take immediate, remedial action. Doing so is essential—to protect companies against liability, and to build workplaces where all employees have what they need to thrive.
It is the awareness of my own imperfections—my capacity both for mistakes and for learning—that allows me to “speak man.” This mode of discourse examines mistakes men make when relating to the female experience, without shaming or judging them for what they do not know. At the same time, it asks men to bravely examine their own assumptions and to educate themselves. Men’s failure to understand the female experience isn’t a moral failing. It is simply a natural result of living within a patriarchal society. At root, however, society is made of individuals who possess an infinite capacity to change. Inviting men to consider what needs changing in them—through the process of their own insight—is a way to trigger institutional transformation.
The question of whether or not to provide recommendations at the close of a workplace investigation is a complicated one.
Read MoreUnlike the trial system, which focuses most often on deciding fault and assigning consequences, mediations focus on the divergence and convergence of personal interests, and the types of solutions that both sides can live with.
Read MoreOne-on-one sensitivity training holds the power not just to put a band-aid on an employment problem, but to work from the root cause up to provide deeper and longer-lasting results.
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In addition to other significant departures from last year’s COVID-19 Supplemental Paid Sick Leave, the new program expands the range of covered employers from those with 500 or more employees to those with more than 25 employees.
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