工作场所的调查

工作场所的调查 for California Companies

Workplace policy violation investigations for private or public companies, CEA can legally assist with fact-finding investigations for California companies.

 

Assistance With 工作场所的调查

As soon as an employer has been made aware, California law requires a prompt investigation into all potential workplace policy violations, whether you are a private or public, 工会或非工会雇主.

你怎么知道 when to investigate a complaint? 

 

Benefits of a CEA-Led 内部调查

The fundamental goal of any internal investigation is simple: to determine if there was a workplace wrongdoing and take immediate corrective action.

  • Experienced HR Investigators will guide you through the 6-step process
  • Ensure consistency in responding to employee relations issues
  • Identify outdated, missing, or incomplete company policies
  • Opportunity to improve your own team's investigation skills
  • Access to comprehensive tools and templates
  • A more cost-effective solution at $250/hour vs. 聘请律师 

Who Can Legally Conduct Fact-finding Investigations in California?

As an employer you have three choices in how to investigate workplace issues:

  1. 内部调查. Your internal staff may legally perform fact-finding investigations. However, when an internal employee investigates a grievance, questions of neutrality often arise. 除非, 你有一个专注的, trained investigator on staff, it is unlikely that you have the legal knowledge to protect your company.

  2. 东航援助. CEA HR professionals can assist your staff in conducting an internal investigation. This approach protects your company from the legal pitfalls (see "protected classes" below) enables someone from your staff to learn how to conduct future investigations, 并且具有成本效益. Call CEA for more information. CEA ensures all investigations meet EEOC and CRD guidelines.

  3. Use of Private Investigators and 律师. When you don't want to conduct the interview yourself, and you don't want to include staff in the process, you must use a private investigator or licensed attorney. CEA has partners who can conduct an objective and thorough workplace investigation for you as an independent third party (CEA cannot provide legal advice or represent employers in an attorney-client relationship). We can also provide you with 合作伙伴介绍. Remember to mention CEA for the best possible pricing.

保护类

Various federal and state Equal Employment Opportunity (CRD/EEOC) laws govern discrimination and harassment. The various laws create what are known as “protected classes.” If a person is in a “protected class” and is treated differently because of his or her 云顶集团最新官方网址 in that class, then the treatment violates these laws. “Protected classes” created by these laws include, 但不限于, 性别, 种族和肤色, 国家的起源, 宗教, 年龄, 和残疾. It also prohibits retaliation.

Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of 种族和肤色, 性别, 国家的起源, 和宗教. Sexual harassment is a form of 性别 discrimination. Harassment on the basis of 种族和肤色, 国家的起源, or 宗教 is also a prohibited form of discrimination under the act.

The Americans with Disability Act (ADA) prohibits employment discrimination and harassment on the basis of the disability.

The Age Discrimination in Employment Act (ADEA) prohibits 年龄 discrimination in employment. It also prohibits harassment on the basis of 年龄.

在加州, the Fair Employment and Housing Act (FEHA) protects the people of California from unlawful discrimination in employment, 住房, 公共设施, and from the perpetration of such acts of hate violence.

The California Fair Employment and Housing Act (FEHA) also provides protection from harassment or discrimination in employment because of 年龄, 祖先, color, 宗教信仰, denial of family and medical care leave, disability (mental and physical) including HIV and AIDS, 婚姻状况, 医疗条件, 国家的起源, 比赛, 宗教, 生育决策, 性别, 性别认同, 性别表达, 性与性取向.

Allegations/complaints of violations of these protected classes in the work environment benefit from an early, independent and thorough investigation of the charges. Follow-up by the employer with appropriate action (training, 纪律, 改变政策/程序, 等.), if warranted, is key to minimizing an employer’s exposure.

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