Teresa McQueen
Western Growers, Corporate Counsel III
Teresa McQueen is Corporate Counsel III for Western Growers. In that capacity she provides advice and counsel to the organization on employment law matters and commercial trade practices. She also provides legal guidance to Western Growers members on employment law, human resources, and commercial agreements, as well as providing law-related educational opportunities and overseeing annual […]
Posts By: Teresa McQueen
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Best Practices: Why Employers Should Avoid Using “Fit” to Justify Termination
“You’re not a good fit.” At first glance, this phrase might seem harmless—an inoffensive way to describe a variety of performance issues or work style differences. But beneath its vague surface lies a multitude of potential interpretations that could expose employers to significant legal and reputational risks. For instance, could “not a good fit” imply bias against someone’s race,…
Evaluating the Civil Rights Fraud Initiative, A Federal Equivalent to PAGA?
On May 19, 2025, U.S. Deputy Attorney General Todd Blanche introduced, via an internal memorandum, the Civil Rights Fraud Initiative (CRFI), representing a significant shift for the Department of Justice (DOJ) in enforcing federal civil rights laws. This initiative leverages the False Claims Act (FCA) to hold organizations that benefit from federal funds accountable for alleged violations of…
CA Labor Commissioner Reinforces Worker Protections Amid ICE Enforcement Concerns
Amid rising concerns over increased Immigration and Customs Enforcement (ICE) enforcement actions within the state, the California Labor Commissioner issued an important reminder to all employers; that California’s labor laws protect every worker in the state, regardless of immigration status. In California, workers do not need to disclose their immigration status when filing wage claims,…
CA Localities Once Again Surpass State Minimum Wage Requirements
As of July 1, 2025, minimum wage rates continue to rise in several California localities exceeding the state’s mandated $16.50 per hour; in some instances, by several dollars. California employers are required to pay all nonexempt employees in compliance with state, federal and local wage and hour laws. In all cases, employers are required to pay the higher of any applicable federal,…
CRD Updates FAQs on Age Discrimination
The California Civil Rights Department (CRD) has released a new fact sheet on protecting workers against age discrimination in the workplace. In California, age protections in employment begin at the age of 40. Under California’s Fair Employment and Housing Act (FEHA), it is illegal for an employer to discriminate against or harass an employee or job applicant based on a range of…
Remote Workers and the 2024 EEO-1 Component 1 Data Collection
Employers are reminded as discussed here that the 2024 EEO-1 Component 1 data collection is now open and that the deadline to file is Tuesday, June 24, 2025. Since 1966, the EEOC has required employers to submit workforce demographic data (EEO-1 Component 1) on an annual basis. Private employers with 100 or more employees and federal contractors with 50 or more employees and that…
Get Ready for ICE: Essential Tips for Mitigating Risk
In today's climate, it's crucial for employers to be prepared for potential visits from U.S. Immigration and Customs Enforcement (ICE). Understanding the difference between audits and raids, knowing the penalties for non-compliance, and having a structured process in place can help mitigate risks and ensure compliance. This article provides essential tips for employers to navigate these…
Best Practices: Does Your Handbook Need a Refresh?
Rapid evolution of the workplace in recent years has left many Human Resources (HR) policies outdated. Maintaining outdated policies in your employee handbook not only poses a risk of legal non-compliance but can also adversely affect employee morale, productivity, and retention. Outlined below are several common HR policy areas that may need updating to align with current standards: …
Best Practices: Does Your Handbook Need a Refresh?
Rapid evolution of the workplace in recent years has left many Human Resources (HR) policies outdated. Maintaining outdated policies in your employee handbook not only poses a risk of legal non-compliance but can also adversely affect employee morale, productivity, and retention. Outlined below are several common HR policy areas that may need updating to align with current standards: …
Cal/OSHA Updates its Draft Workplace Violence Prevention Regulation
Under SB 553, California’s Workplace Violence Prevention statute, Cal/OSHA is required to develop and submit a workplace violence prevention standard to the Cal/OSHA Standards Board by December 31, 2025. Subsequently, the Standards Board must adopt this standard no later than December 31, 2026. In compliance with this mandate, Cal/OSHA revised its initial draft regulation on…