Workplace Wake-Up with Jen Shaw

Most employment disputes don’t begin with a dramatic event. They start with warning signs employees see but fail to address: the high-performing supervisor everyone fears, complaints that receive superficial attention, inconsistent discipline, and HR recommendations that don’t result in action. Jen shares practical ways to recognize those patterns, investigate concerns appropriately, and intervene before small management failures become expensive workplace problems. Plus, Jen offers a simple exercise to identify the on issue your organization has been putting off.

Assume every workplace conversation can become evidence. Employees have recording devices in their pockets, AI meeting assistants automatically generate transcripts, screenshots preserve messages people thought would disappear, and workplace investigations increasingly arrive with audio files, texts, Slack messages, Teams chats, and social-media posts attached. In this episode, Jen looks at what employers should—and should not—do in a workplace where almost nothing is truly off the record.

Workplace violence usually does not begin with someone announcing an intention to hurt another employee. It may start with angry messages, repeated unwanted contact, escalating personal conflict, obsessive behavior, stalking, domestic violence spilling into the workplace, or a former employee who refuses to move on. The hardest question for HR is often not whether the conduct is inappropriate. It is knowing when ordinary workplace conflict has crossed the line into a genuine safety concern. In this episode, Jen walks through the warning signs employers should take seriously, how to investigate escalating conduct, and when HR needs to involve security, law enforcement, or the courts.

The federal enforcement landscape has shifted. In June 2026, the EEOC adopted a new National Enforcement Plan emphasizing merit-based, evenhanded enforcement of federal employment discrimination laws. For California employers, the challenge is not simply understanding what the EEOC is emphasizing. It is determining whether recruiting practices, DEI initiatives, religious accommodation procedures, and internal messaging still make sense in the current enforcement environment—while continuing to comply with California law. In this episode, Jen breaks down what has changed, what has not, and what employers should review now without overcorrecting.

California has drawn a new line in workplace AI. On September 30, 2026, Governor Newsom signed SB 947, which prohibits employers from relying solely on artificial intelligence when making disciplinary or termination decisions and requires additional transparency when AI causes a mass layoff, relocation, or termination. That makes AI much more than a technology issue—it is now a direct HR compliance issue. In this episode, Jen explains California’s new “no robo-bosses” approach, what meaningful human involvement should look like, and why employers need to know exactly where AI is already influencing employment decisions.