Compliance Stuff

Responding properly to reports of illegal or criminal activity, unlawful discrimination, harassment and retaliation, and other workplace complaints often requires employers to conduct internal investigations. The nature and seriousness of a complaint or the concerns raised will determine whether an informal resolution or a formal investigation is appropriate. Workplace investigations provide critical benefits by ensuring legal compliance, mitigating litigation risks, and maintaining a safe, productive culture. Investigations allow employers to objectively address misconduct, such as harassment or discrimination, prevent the escalation of disputes, mitigate loss and costly remedial measures associated with litigation or illegal or criminal activity, such as fraud, as well as demonstrate a commitment to fairness, which strengthens employee trust and protects an employer’s reputation. This article outlines steps and best practices for employers to consider when conducting effective w...

Five employee complaints triggered an investigation by the California Division of Labor Standards Enforcement (DLSE) that ultimately resulted in more than $215,000 in wage liability—an outcome that illustrates why employers should periodically conduct wage-and-hour self-audits. Many employers assume that if payroll is running smoothly and employees are being paid on time, their wage-and-hour practices must be complian t. Unfortunately, wage-and-hour laws are highly technical, and even well-intentioned employers can get them wrong. We recently heard from a prospective client who learned this lesson the hard way. What began as complaints from a few employees quickly turned into an extensive investigation that expanded far beyond the original complaint. Situations like this illustrate why conducting a periodic wage-and-hour self-audit can be one of the most effective ways to identify compliance issues before regulators do. When a Small Complaint Becomes a Big Problem The employer contacte...