California Labor Solutions

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California Labor Solutions At California Labor Solutions (CLS), we help employers navigate California’s complex labor laws with confidence.

We’ve expanded to offer executive search, licensed workplace investigations, expert witness services, and sub rosa surveillance. Since 2007, we’ve supported public and private organizations with trusted HR expertise. Over time, we’ve expanded to offer executive search, licensed workplace investigations, expert witness services, and sub rosa surveillance. Whether you're responding to a complaint, facing a difficult personnel decision, or simply trying to stay compliant, we deliver fast, fair, and legally sound support. What sets us apart?
- One of the few HR firms in California licensed to conduct workplace investigations
- A 5-star rating on Google for responsiveness, professionalism, and results
- Leadership with deep expertise—our CEO holds a law degree and brings 20+ years of experience in labor and employment. At CLS, you gain more than a service provider—you gain a trusted ally who delivers with integrity, clarity, and confidence.

An employee files a complaint. Thirty days later, that same employee is disciplined. Does that automatically mean retali...
10/19/2026

An employee files a complaint. Thirty days later, that same employee is disciplined. Does that automatically mean retaliation?​

Not necessarily. But timing can matter.​

Certain California retaliation laws provide a 90-day rebuttable presumption when specified adverse employment actions occur after certain protected activities. When applicable, the employer may rebut that presumption with evidence supporting the employment decision.​

This is why documentation, consistency, and context matter when making employment decisions after a protected complaint.​

Would your HR team know what to review before taking adverse action against an employee who recently filed a protected complaint?​

10/14/2026

A workplace investigation can reach a sound conclusion and still have weaknesses in the investigative process.​

The details matter. Delays, incomplete documentation, inconsistent interviewing, or failing to properly define the issues investigated can create complications when an investigation is reviewed later.​

A strong workplace investigation file should allow a neutral reviewer to understand what was considered, what occurred, how conflicting information was evaluated, and why the findings were reached.​

Which part of the investigation process do you think is easiest to overlook?​

Inclusion shouldn’t only get attention when there’s a designated month on the calendar.​The real question is: What does ...
10/12/2026

Inclusion shouldn’t only get attention when there’s a designated month on the calendar.​

The real question is: What does inclusion actually feel like for employees on an ordinary Tuesday?​

Do people feel comfortable speaking up? Do they see fair opportunities for growth? Do they feel respected across teams? Do leaders understand how their decisions shape the employee experience?​

These questions can help organizations move beyond statements and gain a clearer understanding of their actual workplace culture.​

Culture & Climate Studies can help identify patterns in employee experiences, uncover areas of concern, and provide insight into opportunities to strengthen workplace culture.​

What is one sign that tells you a workplace has a genuinely inclusive culture?​

A strong investigation finding needs more than a confident conclusion.​It needs evidence.​Objective documentation, consi...
10/09/2026

A strong investigation finding needs more than a confident conclusion.​

It needs evidence.​

Objective documentation, consistent fact-finding, and a neutral assessment of the information gathered can help demonstrate how and why a finding was reached.​

That’s why the quality of the investigation process matters just as much as the outcome.​​

What do you think makes an investigation finding credible?​

10/07/2026

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Before hiring an outside workplace investigator in California, there’s an important question every employer should ask:​

Are they legally licensed to conduct workplace investigations for hire?​

​External workplace investigations can involve more than HR expertise. California law establishes specific licensing requirements for certain investigations conducted for compensation.​

California Labor Solutions is a California-licensed private investigation firm,
License #26311.​

Would you know what credentials to verify before hiring an external workplace investigator?​​

There’s a person behind every organization.​​Meet Shawn Larry, CEO and Principal Investigator of California Labor Soluti...
10/02/2026

There’s a person behind every organization.​​

Meet Shawn Larry, CEO and Principal Investigator of California Labor Solutions.​

Through his work in workplace investigations, HR, leadership, and organizational strategy, Shawn helps organizations navigate complex workplace issues and find thoughtful, practical paths forward.​

What would you like to ask Shawn about workplace investigations, HR, or leadership?​

09/30/2026

A workplace investigation doesn’t end when the interviews are over.​

How an organization conducts and concludes a workplace investigation can have lasting effects on employee trust, workplace culture, organizational reputation, and potential legal risk.​

The good news is that many of these risks can be reduced through a fair, thorough, and consistent investigation process.​

Which of these hidden costs do you think has the greatest impact on an organization?​

09/29/2026

As Q3 comes to a close, it’s a good time for employers to take a fresh look at their workplace policies and practices. ⏳​

Many organizations wait until the new year to review employee handbooks, policies, and compliance procedures. Taking the time to evaluate them during Q4 can help identify gaps, address changes in California employment law, and prepare for the year ahead.​

A proactive compliance review supports stronger workplace practices and helps organizations respond confidently to evolving legal and regulatory requirements.​

Has your organization started its year-end compliance review?​

When an employee raises a workplace concern, an employer's response matters.​Many employers understand that retaliation ...
09/28/2026

When an employee raises a workplace concern, an employer's response matters.​

Many employers understand that retaliation is prohibited, but fewer recognize that it can take many forms beyond termination. Changes in job duties, work schedules, disciplinary actions, or access to opportunities may raise concerns depending on the circumstances.​​

That does not mean every employment action following a complaint is retaliatory. Context, documentation, and legitimate business reasons are all important when evaluating the situation.​

This infographic highlights examples that HR professionals, managers, and organizational leaders should understand when responding to workplace complaints.​

Save this post for future reference.​

Which example do you think is most commonly overlooked?​

09/25/2026

Hispanic Heritage Month celebrates the rich contributions, achievements, and perspectives of Hispanic and Latino individuals who help strengthen our workplaces and communities.​

It’s also an opportunity for employers to reflect on how their hiring, development, and retention practices support fair and consistent opportunities for all qualified candidates.​

Building a fair and inclusive workplace starts with intentional leadership, consistent processes, and objective decision-making.​

How does your organization promote fairness in hiring and career development?​

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Laguna Niguel, CA

Opening Hours

Monday 8am - 4pm
Tuesday 8am - 4pm
Wednesday 8am - 4pm
Thursday 8am - 4pm
Friday 8am - 4pm

Telephone

+18009492049

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