Workplace Wake-Up with Jen Shaw

In this episode, Jen unpacks the challenges of managing political discussions and expression in the workplace ahead of the 2026 election. Listeners will learn about SB 399, free speech boundaries, and practical ways to maintain civility and neutrality.

Paid sick leave and family leave laws in California continue to expand at a rapid pace. In this episode, Jen reviews the latest changes to the Healthy Workplaces, Healthy Families Act (expanded sick leave accrual and usage), the California Family Rights Act’s broadened definition of “designated person,” and updates to Paid Family Leave benefits.

California continues to lead the nation in pay equity enforcement, and new requirements are reshaping employer obligations. In this episode, Jen breaks down SB 1162 and other recent legislation requiring employers to post pay scales in job ads, disclose pay ranges internally, and file detailed pay data reports with the state.

California’s off-duty cannabis use protections continue to evolve, and employers are scrambling to update policies. In this episode, Jen breaks down recent legislation, including AB 2188 and SB 700, which restrict the use of certain drug tests and prohibit adverse action based on lawful off-duty cannabis use.

In this episode, Jen unpacks the latest EEOC guidance on telework as a reasonable accommodation for disabilities and religious beliefs—and what it means for California employers.

In this episode, Jen and fellow Shaw Law Group attorney and Title IX expert Katherine Guilford discuss Title IX investigations and the best practices for interviewing students in K-12 schools. 

Retaliation claims now top the EEOC’s charge list, and California employers are no exception. Why are these claims on the rise, and what everyday employer decisions trigger risk? Jen explains the trends, the traps, and the tools HR needs to prevent retaliation while still enforcing accountability.

High-stakes investigations—harassment, retaliation, fraud, or safety concerns—are where credibility and process matter most. Jen shares strategies for handling tough interviews, assessing credibility, documenting defensibly, and keeping investigations fair and trauma-informed, even under pressure.

Workplace romances, social media posts, and conflicts of interest—what happens when personal choices spill into the workplace? Jen explores where the legal lines are drawn, the reputational risks leaders often overlook, and how employers can set boundaries without damaging trust or morale.

DEI programs are under the microscope. With new DOJ and EEOC guidance, employers are asking: what’s allowed, what’s risky, and how do we keep inclusion alive while staying compliant? In this episode, Jen breaks down the latest federal developments and offers practical ways to balance culture with compliance.

"Good documentation” is often the difference between a defensible termination and a six-figure settlement. But many managers either say too much—or nothing at all. Jen breaks down what to document, how to write it, and when to escalate. Don’t miss this essential refresher on getting it right.

Wage and hour compliance continues to trip up even experienced HR pros—especially in California. From meal periods to bonus calculations, the rules are complex and the penalties are steep. In this episode, Jen highlights the top wage-hour issues that keep employers up at night and how to tackle them before they turn into claims.

Performance reviews can inspire growth—or lead to grievances. If your evaluations are vague, sugar-coated, or inconsistent, you may be setting the stage for a claim. Jen shares practical advice on writing and delivering evaluations that are honest, useful, and defensible.

Some employees are technically doing their jobs—but their behavior poisons the workplace. Whether it’s chronic negativity, resistance to feedback, or outright insubordination, these issues can’t be ignored. In this episode, Jen breaks down how to address bad behavior in a way that’s direct, effective, and legally sound.

Today’s workplace is changing fast—ghosted interviews, Slack snubs, viral firings. But the legal rules? Not so much. In this episode, Jen unpacks how modern behaviors collide with decades-old employment laws, and how employers can modernize their expectations without running afoul of protected activity, bias claims, or wage-hour traps. Consider this your crash course in managing the new workplace without making the old mistakes.

An employee storms out. Another posts a goodbye rant online. Can you respond—or are you walking into a retaliation trap? In this episode, Jen breaks down the legal protections that can apply even after an employee quits, and how to safely document and communicate when emotions are running high. Because the only thing worse than a messy exit is a lawsuit that follows it.

The U.S. Supreme Court’s latest term is sending shockwaves through the workplace. In this episode, Jen walks you through key employment-related rulings—from religious accommodations to free speech challenges—and what they mean for hiring, policies, and workplace culture. You’ll get practical compliance advice with zero legalese. If you don’t have time to read 100 pages of opinions, we’ve got you covered.

Jen has talked about “quiet quitting,” but what’s an employer to do when the work is technically getting done—just with zero initiative, collaboration, or care? In this episode, Jen explores the legal boundaries of managing checked-out employees without crossing into retaliation, disability discrimination, or morale implosion. This one’s for every leader who’s tired of “just enough” effort and wants to raise the bar legally.

Artificial intelligence is everywhere—from resume screening to productivity tracking—but what happens when the tech gets it wrong? In this episode, Jen dives into the legal minefield of algorithmic bias, EEO compliance, and employer liability. She will break down real-world examples, federal and state enforcement trends, and practical tips for vetting your vendors. Spoiler alert: “The algorithm did it” won’t save you.