The EEOC issued a new National Enforcement Plan on June 4, 2026. It shifts the agency’s focus. It de-prioritizes disparate-impact claims, renames its enforcement priorities, and signals alignment with the current administration’s executive orders on DEI. If you have been…
Your employer said the role was eliminated because AI can do the work now. It may be true. It may also be the beginning of a more complicated story. This pattern shows up often enough in California that courts and…
You told your manager you needed a schedule adjustment because of a medical condition. Your manager said the position did not allow for that. You did not push back. You assumed the answer was final and that there was nothing…
You used cannabis over the weekend. You came to work Monday and did your job. Your employer ran a drug test and the result came back positive. You were terminated. That pattern shows up often enough that California now has…
“He’s a regular. Just deal with it.” That is what her shift manager said. The customer had been coming in for two years. He always asked for her section. He commented on her body, her hair, what she was wearing…
You were not fired. The work was just harder to do every day. The schedule got reshuffled in ways that targeted you and only you. The meetings you used to be in stopped including you. The performance review that was…
Your role was cut and they told you it was AI. The announcement mentioned efficiency, transformation, restructuring around new technology. You walked out with severance papers and a story that sounded clean from the outside. Then you started asking yourself…
A message from a coworker landed on your phone after hours and the tone was off. A Slack thread crossed a line you could not unsee. A conference trip had a moment in a hotel hallway that you keep replaying….
Belief: harassment by customers, vendors, or other non-employees is not the employer’s exposure because the employer does not control the harasser. FEHA liability for third-party harassment turns on response, not control. The standard is whether the employer knew or should…
Most California small employers know the FEHA list — race, religion, sex, age, disability, sexual orientation, gender identity, and the rest. Family structure is not on it, so the assumption is that hiring decisions, leave requests, and bereavement policies do…
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