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New workplace violence protection laws in California will require employers to have a Workplace Violence Prevention Plan soon. These laws set a new standard for businesses and pave the way for additional protections under employment laws in San Diego.

What the Plan Will Address 

A company’s Workplace Violence Prevention Plan should create guidance for the following directives:

• Training employees on identifying violence in the workplace and how to report it
• Providing information on how to avoid workplace violence
• Establishing a way to track violent incidents
• Address how retaliation against reporting employees will be managed
• Establish a post-incident investigation protocol
• Providing an annual review of the plan to identify its strengths and weaknesses

This plan should be readily available to employees and consist of an independent document or be included in a company’s injury and illness prevention plan (IIPP). …

California law requires employers to pay employees their wages on time, late payments are subject to being fined according to California labor code 210. Legal actions are available to employees to collect unpaid wages in California outside of notable exceptions, circumstances, or a pay period’s timing.…

Americans spend a lot of time at work. And we often stay in contact with those we work with around the clock in an age of telecommuting. Work friendships can be a source of job satisfaction, making work a place we look forward to spending our day.…

You can pick and choose your friends, but you may not be able to make decisions about who you work with, and that often means you could be stuck with people who may not be easy to get along with. Even when you know they are outright wrong in the way they act, talk, or work, there are still a variety of things you can do to protect yourself and avoid complications along the way.…

When you go into an interview for a job you want, do you feel that you have to answer every question that is asked of you? You may not know when you can skip a question or even confront the interviewer about their right to answer those questions.…