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 firm 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

As a San Francisco employer, you need workplace harassment-prevention training that you can trust. Our programs go beyon...
09/17/2026

As a San Francisco employer, you need workplace harassment-prevention training that you 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- We tailor training to your industry, workforce size, and organizational structure.
* 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.
* 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.
* HR Support- We help Human Resources teams implement tracking systems to ensure employees complete their hours of training on schedule.
* 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.

Talk over your particular needs with us by calling 📞 415-890-6057 or 📧 Email us at [email protected]
-harassment

When a harassment complaint lands on your desk, every decision you make matters.California’s employment laws are strictl...
09/16/2026

When a harassment complaint lands on your desk, every decision you make matters.
California’s employment laws are strictly enforced by the California Civil Rights Department, the Equal Employment Opportunity Commission (EEOC) is active, and employee expectations in the Bay Area are high.

The first step is to take every complaint seriously, whether it is about sexual harassment, discrimination, or other workplace misconduct. Under harassment laws, an employer must respond promptly, begin an investigation, and protect the employee from retaliation. Ignoring or downplaying the issue can open the door to wrongful termination claims, discrimination lawsuits, or costly CRD and EEOC charges.

A strong response includes:
*Acknowledging receipt of the complaint.
* Separating parties if needed to prevent further harm.
* Beginning an internal or third-party investigation led by a harassment lawyer or trained investigator.
* Documenting every step of the complaint process for compliance and defense.
* Even if a claim seems minor, early action often prevents escalation into a lawsuit.

📞 Call us if you need help at 415-890-6057 or 📧 Email us at [email protected]
Our team has deep experience in employment law, advising businesses in industries including professional services, hospitality, construction, tech, non-profits, and education.

We help employers by:
* Acting as neutral investigators in sexual harassment investigations.
* Advising HR teams on complaint process compliance.
* Defending employers in CRD, EEOC, and civil claims.
* Designing and implementing legally compliant harassment prevention training.
* Crafting customized harassment policies for workplaces of all sizes.

While the WNBA took a break for the FIBA Basketball World Cup, I have been taking a moments to reflect on the excitement...
09/15/2026

While the WNBA took a break for the FIBA Basketball World Cup, I have been taking a moments to reflect on the excitement the Valkyries bring to me and so many other basketball fans in the Bay Area.

Since last May, game days have had a rhythm: Chase Center, Lavender and black, watching the Valkyries prove something I already believed about them.
They clinched their playoff spot, for the second season in a row. If you know the story, you know why that matters more than the box score. Last year the Valkyries made the playoffs in the very first season the franchise existed, the first expansion team in WNBA history to pull that off. As they headed into the break just two games back from first place, I beamed with the pure joy that the team has brought to me and 18,000 other Balhalla die-hards.
What I love most is the team camaraderie. They play for each other. Nobody up there is winning games alone. Their team defense has been the best in the league all season, and so is their bench - the Stay Ready Crew. Nobody is asked to carry it by themselves, and nobody has to.

I think about that as someone who built a firm, too. The flashy part is the first year, when everyone is watching to see if the new thing survives. The real test is year two, when you have to prove the first year was not luck. And you prove it the same way this team is: by making sure everyone on the roster, not just the stars, knows they matter and shows up like it.

For more info see https://valkyries.wnba.com/

Sometimes workplace disputes call for an attorney. Should that be the case for you, know that we represent employers in ...
09/14/2026

Sometimes workplace disputes call for an attorney.

Should that be the case for you, know that we represent employers in both litigation and arbitration, defending against claims such as discrimination, harassment, wrongful termination, wage and hour violations, and retaliation.

Our attorneys handle every stage, from early dispute resolution and mediation to trial or arbitration, always with a focus on minimizing disruption to your business. We combine practical employer-side advice with courtroom skill so you can have the best possible outcome.

Not sure if you need litigation or arbitration?
Litigation takes place in court, while arbitration is a private process where a neutral arbitrator makes the final decision. Both paths can resolve employment law disputes, but arbitration is typically faster, less formal, and more confidential than traditional courtroom proceedings. Employers often use arbitration clauses in contracts to avoid the expense and publicity of litigation.

Arbitration is often the right choice when confidentiality, cost, and efficiency are top priorities. Employers who want to avoid lengthy public trials, unpredictable jury outcomes, or class action exposure frequently rely on arbitration agreements. Litigation, on the other hand, may be unavoidable when arbitration clauses are challenged or when a dispute involves legal issues better suited for a judge or jury.

Talk over your particular circumstances by calling 📞 415-890-6057 or 📧 Email us at [email protected]

"Resign now, and you can reapply when you're healthy." According to the EEOC, that was the choice a nonprofit gave an em...
09/11/2026

"Resign now, and you can reapply when you're healthy." According to the EEOC, that was the choice a nonprofit gave an employee fighting cancer.

The EEOC has sued The Salvation Army, alleging that a case worker undergoing chemotherapy for Hodgkin's lymphoma gave her employer a medical note requesting intermittent leave for treatments running through February 2025. Rather than considering the request, the organization allegedly told her it needed to let her go and offered two options: resign and stay eligible for rehire, or be fired and lose that eligibility. Wanting to preserve any path back, she resigned.

The ADA lesson here is worth underlining. Intermittent leave can be a reasonable accommodation, and an employer who receives a medical note requesting one has a duty to engage in the interactive process, not to skip straight to separation. A forced resignation offers no protection either; when the alternative is termination, the law treats the resignation as the employer's decision.

And note who the defendant is: a mission-driven nonprofit. Good intentions in the mission statement do not substitute for good process in HR. Every organization, charitable or commercial, carries the same accommodation obligations.

For more info see https://www.eeoc.gov/newsroom/eeoc-sues-salvation-army-disability-discrimination-0

Need help with your accommodation obligations? 📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

Let's Protect Today's Business for Tomorrow's Goals!Join us for a women's business seminar in collaboration with NAWBO, ...
09/10/2026

Let's Protect Today's Business for Tomorrow's Goals!
Join us for a women's business seminar in collaboration with NAWBO, NY Life and Fairgrieve Law Office. I will be speaking and will be joined by Aracely Rodriguez on Tuesday, September 22, 2026.

I am excited to present practical employment strategies designed to help business owners protect the companies they are working so hard to build. We will focus on how proactive employment practices can reduce costly legal risks, protect profitability and business value, and create a stronger foundation for future growth. From managing employees and maintaining compliance to preventing workplace issues before they become expensive disputes, I will highlight how smart employment decisions today can help safeguard the business and the long-term goals that depend on it.

Aracely Rodriguez is a Financial Professional with New York Life, where she helps individuals, families, and business owners create personalized financial strategies to protect what matters most and build long-term financial security. She is passionate about educating her clients and empowering women entrepreneurs to make informed financial decisions that support both their businesses and their personal goals.

During the seminar, Aracely will present MacroBalance®, New York Life's holistic financial planning strategy. Her presentation will focus on retirement planning options for business owners, highlighting strategies that can help entrepreneurs build retirement savings, maximize tax advantages, and create a more secure financial future while balancing the needs of their business and personal finances.

Date: Tuesday, September 22, 2026
Time: 5:30 – 7:30pm
Location: New York Life San Mateo Office, 951 Mariners Island Blvd., San Mateo, CA

This seminar is complimentary to attend with thanks to New York Life for hosting. Sign up at https://docs.google.com/forms/d/e/1FAIpQLSe9PUXEBuyOM7kDR4aNej2w218qQm6hszq_m0zZDSnRQCiuyA/viewform

It's been13 years since I hung up the first official Fairgrieve Law Office sign, and my heart is full.I am overflowing w...
09/09/2026

It's been13 years since I hung up the first official Fairgrieve Law Office sign, and my heart is full.

I am overflowing with gratitude for every client who has trusted me with their business, whether that trust started 13 years ago or 13 days ago. I am equally thankful for the team members who have stood beside me over the years, past and present, each one leaving their mark on who we are today. And I am so appreciative of the collaborators outside these walls too: the web folks, the social media coach, accounting, my networking pals, and many more service providers who show up for me the way I try to show up for my clients.

I started this firm because I believe people should be able to do great work and also have full lives. Thirteen years in, I can tell you it has done exactly that for me. It has given me the flexibility to be there for the moments in my kids' lives that matter most, the school events, the games, the milestones that don't wait for a convenient day on the calendar. And it has given me the balance to still be present for the ordinary days too, not just the big ones.

That same flexibility and balance is what lets me show up fully for the businesses I work with. I get to help owners build workplaces where people can do great work and still have full lives, because I am living proof that it's possible.

Here's to the last 13 years, and to continued growth for many more. Thank you for being part of it!
Law

As part of the planning committee for the Joy in the Law 2026 conference, I would recommend you regsiter now for this gr...
09/04/2026

As part of the planning committee for the Joy in the Law 2026 conference, I would recommend you regsiter now for this great event.

Joy in the Law (JITL) seeks to retire old ideas that being an attorney necessarily means being engaged in needlessly contentious battles, a career in which profit and winning are the only bottom lines that matter, or other negative stereotypes that give lawyers and the legal profession a bad rap.

In its most aspirational sense, Joy in the Law® is a movement to restore joy to the lives and careers of lawyers. Its goal is to increase the joy of lawyers who are already happy, and to inspire a journey towards career happiness for lawyers who feel unfulfilled. We believe that all lawyers can find work that makes them happy most of the time, if not every minute, and a professional life that squares with their values and priorities.

📅Join us October 2!
We’ll meet at the BASF Offices, 50 Fremont Street, Suite 1700, San Francisco from 8.30am to 4.00pm.

We’ll start at 8.30am with registration, networking, and breakfast. The program runs from 9.15am to 4.00pm, includes breakfast, lunch, snacks, drinks, and programming. See below for a more detailed agenda. Reception to follow across the street.

Tickets: $100 (before August 31) / $140 (from September 1)
Register quickly as tickets are limited! https://portal.sfbar.org/SFBAR/Events/Event_Display.aspx?EventKey=G261630&WebsiteKey=7ff45d51-7883-4a28-ab2a-c56a3eb4a5e0

During a compliance audit, OLSE will request documentation proving you’ve followed applicable ordinances. At minimum, Sa...
09/03/2026

During a compliance audit, OLSE will request documentation proving you’ve followed applicable ordinances. At minimum, San Francisco employers should be prepared to provide:

* Payroll records showing hours worked, wages paid, and sick leave accrual for at least four years
* Employee records including hire dates, job classifications, and work schedules
* Documentation of HCSO expenditures with proof of payment
* Copies of workplace notices and evidence of posting
* Background check policies and procedures for Fair Chance Ordinance compliance
* Any acknowledgment forms employees signed regarding their rights
Disorganized or incomplete records are one of the fastest ways to turn a routine audit into a prolonged investigation. If you can’t produce what OLSE requests, they’ll assume the worst.

Be sure to respond promptly and take the notice seriously. That’s the essential advice when you receive communication from OLSE. A notice of violation or audit request isn’t something to set aside or delegate to someone unfamiliar with the specifics.

Start by identifying exactly what OLSE is asking for and the deadline for response. Gather the relevant payroll records, personnel files, and policy documents before responding. If the request seems broad or unclear, it’s appropriate to seek clarification, but don’t use that as a stalling tactic.

This is also the moment to involve legal counsel if you haven’t already. An experienced employment attorney can help you understand your exposure, prepare a complete response, and negotiate with OLSE if violations are found. Taking a cooperative but strategic approach typically leads to better outcomes than being defensive or dismissive.

If you need assistance in these areas, let’s chat. 📞 Call us at 415-890-6057 or 📧 Email us at [email protected]



Many employers underestimate their obligations or fail to document expenditures properly, which creates problems during ...
09/02/2026

Many employers underestimate their obligations or fail to document expenditures properly, which creates problems during an OLSE audit in San Francisco.

The Healthcare Security Ordinance requires covered employers to spend a minimum amount on health care for their San Francisco employees. This applies to for-profit businesses with 20+ employees and nonprofits with 50+ employees, calculated on a per-hour-worked basis.

What makes HCSO compliance tricky is the calculation itself. You need to track hours worked specifically in San Francisco and make qualifying expenditures, whether through health insurance premiums, HSA contributions, or payments to the city’s Healthy San Francisco program. Covered employers are also required to submit annual reports regarding their HSCO compliance every May.

The most common triggers for an OLSE investigation are employee complaints and routine sweeps of specific industries. But certain mistakes put employers at higher risk:
* Failing to post required workplace notices or posting outdated versions
* Not providing proper wage statements that include sick leave balances
* Asking about criminal history too early in the hiring process
* Miscalculating HCSO contributions or failing to make them at all
* Poor recordkeeping requirements compliance like missing timesheets, incomplete employee records, or disorganized files
* Misclassifying workers as independent contractors when they should be employees
One pattern we see frequently: employers who operate in multiple California cities assume their state-level compliance covers everything. It doesn’t.

If you have any yellow or red flags in these areas, let’s chat. 📞 Call us at 415-890-6057 or 📧 Email us at [email protected]

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

Website

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