Fairgrieve Law Office

Fairgrieve Law Office Fairgrieve Law Office is a boutique law firm specializing in labor and employment law in the San Francisco Bay Area.

The firm handles a full range of legal services for employers, including human resources advice and training, issue-specific counsel, and full litigation, administrative hearing and appellate work. The employment practice at Fairgrieve Law Office is rooted in providing sound legal advice and counsel to small and medium-size companies that have limited in-house legal resources of their own. The fir

m assists clients establish and review workplace policies, and face employee legal complaints and compliance issues as they arise. As many businesses know, compliance with California labor law is complicated and constantly evolving. When working with clients, Fairgrieve Law helps create and enact the right policies from the outset, ensuring that when legal situations happen, the organization stands ready to mount a sound defense with the firm’s assistance.

**DISCLAIMER** Any statement contained herein does not constitute a guarantee, warranty, or prediction regarding the ultimate result or outcome of your legal matter. This social media account is not intended to be an advertisement or solicitation outside the state of California. Fairgrieve Law Office’s practice is limited to California state and federal matters. This page contains attorney advertising and is not intended to provide legal advice whatsoever. The information received on this page does not create an attorney-client relationship. © Fairgrieve Law 2015-2017 All Rights Reserved

It's probably time to book your mandatory anti-harassment training! California law requires employers with 5 or more emp...
08/28/2026

It's probably time to book your mandatory anti-harassment training!

California law requires employers with 5 or more employees to provide harassment prevention training every two years. Supervisors must receive at least two hours of training, while non-supervisory employees must receive at least one hour within six months of hire or promotion and repeat it every two years. Temporary, seasonal, and part-time workers must be trained within 30 days of hire or 100 hours worked.

Besides training in the prevention of sexual harassment, the training must include preventing harassment based on gender identity, gender expression, and sexual orientation, must cover abusive conduct, and must provide instruction on how supervisors can prevent harassment, discrimination, and retaliation. We provide workplace harassment-prevention training that San Francisco employers can trust. Our programs go beyond standard online modules by offering guidance grounded in real, up-to-date employment law experience.

* We offer customized programs to tailor training to your industry, workforce size, and organizational structure.
* You can trust our compliance expertise: Our attorneys stay current on California anti-harassment training requirements, including updates under AB 1825, AB 2053, SB 1343, and other laws that work together to form the mandate that is in place today.
* Enjoy our interactive delivery: Sessions are designed to engage employees, not lull them through mandatory slides that they flip through while watching cat videos, and to reinforce practical understanding through real-life examples.
* We offer HR support: We help Human Resources teams implement tracking systems to ensure employees complete their hours of training on schedule.
* We include ongoing Support: We continue to support your organization after the training by providing certificates of completion, re-training reminders, and direct, approachable access to our team for both employers and employees who need guidance or have questions.

By integrating training with broader compliance support, we help your organization stay aligned with California’s legal requirements and maintain strong, well-structured workplace practices.

Whether you employ a team of five or a workforce of hundreds, it’s your responsibility to ensure all covered employees receive compliant training. 📞 Call us at 415-890-6057 or 📧 Email us at [email protected]
-harassment

Preventing PAGA claims requires a critical, detail-oriented approach.Bringing in experienced counsel to review your oper...
08/28/2026

Preventing PAGA claims requires a critical, detail-oriented approach.

Bringing in experienced counsel to review your operations can uncover issues before a formal complaint ever reaches California’s Labor and Workforce Development Agency. Early PAGA risk management strategies can significantly reduce your overall exposure. An outside attorney knows where plaintiffs tend to look for vulnerabilities and can identify gaps that may not be obvious internally.

By reviewing your practices, updating employment materials, and stress-testing your documentation, legal counsel helps close those gaps before they become problems. A proactive review shifts your position from hoping everything is compliant to knowing your business is protected moving forward.

🆘If you have already received a PAGA notice, the very first thing you must do upon receiving a notice is halt all casual internal communications and immediately hand the document over to an established employment lawyer. Delaying action only increases your financial risk. Fast, strategic intervention changes outcomes. To navigate this properly, take these immediate protective steps:
* Do not contact the employee: Speak directly with your legal counsel instead of trying to smooth things over with the complaining party.
* Preserve all documents: Lock down your personnel files and payroll data so nothing is accidentally altered, deleted, or misplaced.
* Hire an experienced attorney: Pass the communication responsibilities directly to your lawyer to negotiate and investigate on your behalf.
For example, a restaurant chain client of ours recently received a notice from the state and immediately contacted Fairgrieve Law Office. We quickly assessed the situation, took over communication with the opposing firm, and resolved the matter before a lawsuit was ever filed.
⏲️In many cases, how you respond in those first 48 hours can make all the difference when it comes to limiting exposure and effectively handling a potential PAGA claim.

Partner with employment counsel long before an employee files an official grievance or a state agency comes knocking.
📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

Join us to have fun while improving your communication!Bestselling author and speaker Wendy Newman will give an inspirin...
08/26/2026

Join us to have fun while improving your communication!

Bestselling author and speaker Wendy Newman will give an inspiring presentation on the power of storytelling. Best known for her book, "121 First Dates: How to Succeed at Online Dating, Fall in Love, and Live Happily Ever After." Wendy transformed a collection of deeply personal experiences into this nationatlly recognized book that resonated with readers because of its honesty, humor, and authenticity.

In this presentation, Wendy shares those same real techniques behind stories that captivate, connect, and leave a lasting impression.

This interactive session will leave you with practical tools and a fresh perspective on the stories only you can tell.

Location: Capital One Café, Downtown San Francisco
Time: 12:00–1:00 PM
Lunch: Bring your own lunch or purchase food and beverages from the café
Reserve your space at:https://www.pwnetwork.com/registration

Continuing with the PAGA theme this week, I was asked how employers can best conduct internal compliance audits. To star...
08/26/2026

Continuing with the PAGA theme this week, I was asked how employers can best conduct internal compliance audits.

To start, a thorough workplace audit that California employers can rely on starts with reviewing payroll practices, cross-checking time records, and documenting compliance efforts. These audits help reduce exposure to costly claims while creating a clear record of compliance moving forward. Here is how to systematically review your operations:
* Examine timecards: Routinely cross-reference scheduled shifts with actual punch times to ensure perfect alignment and zero off-the-clock work.
* Audit paychecks: Check that every mandatory deduction and piece of company information appears correctly on all employee pay records.
* Invest in training supervisors: Teach your managers exactly how to manage manual overtime requests, enforce break times safely, and legally document any voluntarily missed meals.

By maintaining a clear and consistent paper trail, your organization strengthens its defense against PAGA penalties and reduces overall exposure.📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

I’ve been asked what workplace practices most commonly trigger PAGA claims?Minor, easily overlooked mistakes in wage sta...
08/25/2026

I’ve been asked what workplace practices most commonly trigger PAGA claims?
Minor, easily overlooked mistakes in wage statements or timekeeping practices can quickly trigger costly PAGA claims. These cases rarely stem from intentional wage theft and more often arise from inconsistent day-to-day enforcement. To stay compliant with California labor laws, employers should be aware of these common operational triggers:

* Missed or interrupted breaks: Failing to enforce a strict, uninterrupted 30-minute meal break or a required 10-minute rest break.
* Clocking irregularities: Allowing employees to perform short, off-the-clock tasks before clocking in or after clocking out.
* Payroll paperwork errors: Overlooking a misplaced comma, an incorrect rate of pay, or missing an employer address on a physical pay stub.
When managers become lax about these rules, a single disgruntled employee may have enough to initiate a PAGA claim.
📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

A missed meal break or a timecard error may seem minor, but under California's Private Attorneys General Act, small viol...
08/24/2026

A missed meal break or a timecard error may seem minor, but under California's Private Attorneys General Act, small violations can quickly escalate into costly legal battles. Fairgrieve Law helps Bay Area employers identify compliance gaps and fix them before they become full-scale crises.

The Private Attorneys General Act (PAGA) creates significant financial exposure for California employers by allowing a single employee to file a lawsuit on behalf of both the state and their coworkers for alleged Labor Code violations. This structure effectively deputizes employees to step into the role of a state enforcement agency. Because one claim can cover an entire workforce, PAGA cases can become extremely costly to defend.

What might seem like a minor payroll error can quickly escalate, with penalties stacking across multiple employees and pay periods. This multiplier effect creates serious financial risk for companies without a solid California Employer-focused PAGA compliance strategy, even when the underlying issue was unintentional.

Under recent PAGA reforms, employers may see more forgiving civil penalties if they can show a genuine effort to comply with the law before a claim arises. These updates are designed to reward proactive businesses. When California Labor Code issues are identified and corrected early, employers may qualify for reduced penalties. This makes long-term HR compliance strategies especially valuable for California businesses.

The risk of PAGA litigation is still very real, but there is now a clearer path to limit exposure. Demonstrating a good-faith effort to fix technical violations can give companies meaningful leverage and shift the focus toward prevention rather than punishment.

📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

The San Francisco Public works recently updated the Shared Spaces permit rules to be more business-friendly. The updated...
08/21/2026

The San Francisco Public works recently updated the Shared Spaces permit rules to be more business-friendly. The updated Shared Spaces Design Guidelines are now available, and here's what's new:

The 10-day public notification period is gone.Once your permit is approved, you can start building your parklet right away — no waiting period required.

Public seating is no longer required for commercial parklets. You now have full flexibility to dedicate your parklet space to your customers, rather than setting aside seats for public use.
Parklets must be open and operational during your permitted business hours.If your parklet permit is active, your space needs to be accessible and in use while you're open — so plan accordingly.

Email [email protected] with questions.
Seehttps://media.api.sf.gov/documents/Shared_Spaces_Manual_-_June_2026_Version_-_Final_1.pdf for more info.

Are you struggling with creating or updating your employee handbook?Look no further. We build and update handbooks with ...
08/21/2026

Are you struggling with creating or updating your employee handbook?
Look no further. We build and update handbooks with precision, ensuring your policies are easy to understand while protecting your business. Throughout the process, we explain policy choices to ensure you make informed decisions about what goes into your handbook.

As a reminder for employers in California, handbooks should be reviewed and updated at least once a year, or more often if your business and number of employees expands. State and local regulations change frequently. Areas such as paid sick leave, the California Family Rights Act (CFRA), and protected leaves are prone to regular updates. Employers must also stay alert for industry-specific updates, such as rules on remote work policies or workplace violence prevention plans.

Even minor changes to state laws, like expanding definitions of protected classes or adjusting leave rights for crime victim employees, can make an outdated handbook risky. Regular reviews by an employment lawyer specializing in handbook reviews keep your business proactive rather than reactive.

Custom employee handbook creation in San Francisco or throughout California should go beyond one-size-fits-all templates. Strong policies must reflect your specific workforce, industry, and the specific locations where you operate. This helps you stay compliant and gives employees clear and consistent expectations.

We specialize in:
"New Handbook Creation" - Drafting custom handbooks that capture your company’s values while complying with federal, state, and local employment laws.
"Updates & Revisions"- Adjusting policies to reflect the latest in California labor law, from leave entitlements to San Francisco-specific ordinances.
"Compliance Reviews"- Legal review of your current handbook to spot outdated language, missing policies, or conflicts with evolving regulations.
" Policy Integration" - Coordinating your handbook with broader employment policies and procedures to ensure consistency across the business.

We provide ongoing advice to help employers apply these policies in day-to-day decisions. That means when issues arise, you have a handbook that works in practice, not just on paper.
📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

If you are considering layoffs, please remember they can possibly trigger discrimination or retaliation claims. When sel...
08/19/2026

If you are considering layoffs, please remember they can possibly trigger discrimination or retaliation claims.

When selection criteria unintentionally impact a protected class or include an employee who recently filed a workplace grievance, claims can result. In some cases, even a single claim can expand into a broader, time-consuming legal dispute for the company.

Even when decisions are based on financial factors, layoff-related claims often arise from “disparate impact.” This occurs when neutral criteria disproportionately affect certain groups, such as older workers, pregnant employees, or racial minorities. Similarly, risks increase if an employee selected for layoff recently took protected leave or raised concerns about workplace issues like unpaid wages. Objective, pre-established data is one of the most effective ways to help defend against these types of claims.

Don’t forget: Severance Agreements Must Be Carefully Structured!
Employers are not generally required to offer severance to a laid off employee unless the company has employment agreements or policies that provide for severance. But even if not required, offering a severance is a good way to reduce risk associated with layoffs. Severance agreements must be carefully structured because California law places meaningful limits on confidentiality provisions and requires specific language to remain enforceable. Relying on a generic internet template may not adequately protect your business from future wrongful termination claims.

Proper severance agreements under California law should include key provisions, especially when dealing with workers over the age of 40 under the Older Workers Benefit Protection Act (OWBPA). Employers must offer adequate consideration, meaning something of value beyond what the employee is already legally owed, in exchange for their signature. Additionally, state law broadly restricts non-disclosure agreements that prevent employees from discussing workplace harassment or discrimination.

Using outdated or poorly drafted severance templates can undermine enforceability and limit the protections you are trying to secure.

You should involve employment counsel as soon as you anticipate a workforce reduction, well before you compile any termination lists. Bringing in an attorney early to help manage compliance can prevent small missteps from developing into larger operational and legal risks.

At Fairgrieve Law Office, we pride ourselves on delivering peace of mind during stressful company transitions. Recently, we guided a California client through a necessary round of layoffs. Because they brought us in at the planning stage, we were able to structure their entire workflow, oversee their communications, and handle the nuances of Cal-WARN. The result? The client felt confident in executing a very difficult reduction in force.
📞 Call us at 415-890-6057 or 📧 Email us at [email protected]
-Warn

The SF Office of Small Business just announced new liquor license opportunities!This September, the California Departmen...
08/18/2026

The SF Office of Small Business just announced new liquor license opportunities!
This September, the California Department of Alcoholic Beverage Control (ABC) will accept applications for:

* Hospitality Zone Liquor Licenses: nontransferable restaurant liquor licenses for the downtown hospitality zone of Union Square and Yerba Buena
* Neighborhood-Restricted (“Type 87”) Liquor Licenses: nontransferable restaurant liquor licenses available in Bayview, Excelsior, Portola, Ocean Avenue, and the Sunset
Some key information:

- The first step for any business interested in one of these licenses will be to file an application during the two-week priority application period in September.
- An applicant will need to submit a short application form and the full application fee ($19,840)
- A business owner doesn’t need to have a location secured to participate in the priority drawing but will need one if they are selected to complete the full liquor license application process.
- If there are more applications than licenses available, ABC will hold a random drawing to determine the order in which they will process applicants.
- If the business doesn’t get a liquor license, their application fee is refunded (minus a service charge and, potentially, money currently owed to a California taxing agency)
Learn more at:
https://www.sf.gov/neighborhood-restricted-restaurant-liquor-licenses

Address

126 WEST PORTAL Avenue
San Francisco, CA
94127

Opening Hours

Monday 9am - 6pm
Tuesday 9am - 6pm
Wednesday 9am - 6pm
Thursday 9am - 6pm
Friday 9am - 6pm

Telephone

+14158906057

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