"WANT SOME CHEESE WITH THAT WHINE?" 

Handling Employee Complaints and Investigations 

California law obligates employers to investigate all employee complaints involving potentially unlawful behavior, no matter how minor that complaint might be. How can the employer determine when the complaint is serious enough to involve unlawful behavior, and when an investigation is required? If an investigation is required, who should conduct it? What should be asked? How should it be finalized?

• Recognizing employee complaints

• Knowing when to investigate a complaint

• Determining who should be investigating the complaint

• Who should be included in the investigation?

• What questions should be asked?

• What do I do with the complainant and accused while I'm investigating?

• Is it confidential?

• Do I need an attorney?
• And much more!

Karen L. Gabler, Esq. is an employment law attorney with LightGabler, an employment law firm with attorneys in Camarillo and San Luis Obispo.  For over 27 years, Karen has represented employers and managers in businesses of all sizes and industries in virtually all aspects of employment law.  She collaborates with her clients in developing proactive strategies to enhance workplace productivity and avoid employment disputes, and defends employers and management against employee claims.

Karen has been named as a Southern California “Super Lawyer” by Los Angeles Magazine for the past eight years.  She has been named one of the “Top 50 Women in Business” and the “Who’s Who in Professional Services” by the Pacific Coast Business Times, and has been recognized as the “Top Attorney in Client Service” and one of the “Most Trusted Advisors” by the San Fernando Valley Business Journal.  Karen has taught employment law courses at the Pepperdine School of Law, and is a sought-after speaker on employment law topics for numerous professional, civic and business organizations.

     See you there!- CIPMA-HR Team