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Beyond the Bargaining Table: How to Build and Sustain Governing Body Support for Labor Negotiations
Anyone who has spent time in public-sector labor negotiations knows the moment. The economics line up. The data is solid. The comparables make sense. The strategy is precise. And then — suddenly — the deal unravels.
Best Practices for Cost-Effective, Efficient and Defensible Workplace Harassment Investigations
Workplace harassment investigations can be high-stakes, resource-intensive, and legally complex. Whether handled in-house or referred to an outside investigator, the quality and defensibility of the process can have a lasting impact on employee trust, organizational culture, and litigation risk.
Untangling Misconduct from Protected Activity
Navigating employee discipline is especially challenging when misconduct occurs alongside separate protected activity. Employers’ responses to even the most serious workplace violations can be complicated by intersections with employees’ religious practices or other protected activities.
Workplace Misconduct in a Changing World: Trends, Risks and Practical Solutions
As employers navigate return-to-office mandates, hybrid workforces and generational change, workplace misconduct has emerged not as an isolated issue but as a systemic risk closely tied to leadership, communication and organizational stress.
Technology and Workplace Investigations: Evolving Tools, Enduring Responsibilities
Technology continues to reshape workplace investigations, particularly as digital communications, remote work and artificial intelligence (AI) become embedded in daily operations. While these tools can enhance efficiency and consistency, they also introduce legal and ethical considerations that investigators and law firms must navigate carefully.
Protecting Witnesses in Public Employer Workplace Investigations
Workplace investigations conducted by public employers often culminate in disciplinary decisions that carry constitutional, statutory, and labor relations implications. When witness statements form the basis of investigative findings—particularly in cases involving harassment, retaliation or misconduct—employers and investigators must carefully balance due process and disclosure obligations against the need to protect witnesses from retaliation, intimidation or other harm.
The RPLG Public Law Fellowship Program: Training future lawyers in local government law
Read to get an in-depth dive into RPLG's Fellowship Program.
California Employment Laws Effective in 2026: Narrative Summary & Compliance Guide
Read on to learn more about New California Employment Laws for 2026
Navigating the New EEOC Landscape: What Investigators Need to Know
For decades, the EEOC has served as a bulwark against discrimination, guiding employers and investigators through the complex terrain of civil rights enforcement. But recent political shifts and executive orders have dramatically reshaped the EEOC’s priorities, leaving investigators to recalibrate their approach in real time.