Areas of Expertise
With 30+ years of hands-on HR leadership experience across Fortune 25 companies, nonprofits, and consulting, Laurie Chua provides expert opinions in the following areas of California employment law and HR practice. She has been retained in 55+ matters spanning California state and federal courts and offers testimony grounded in both practitioner experience and deep knowledge of California-specific compliance requirements.
Disability Accommodation (ADA / FEHA / ADAAA)
Laurie provides expert opinions on whether employers engaged in a timely, good-faith interactive process, offered reasonable accommodations, or properly documented accommodation decisions as required under California's FEHA and the federal Americans with Disabilities Act Amendments Act (ADAAA). She evaluates whether termination decisions involving an employee's disability or medical condition were defensible under California's heightened standard of care.
Harassment, Discrimination & Retaliation
Laurie analyzes employer response to complaints of sexual harassment, race, age, gender, and disability discrimination, and retaliation — examining whether investigations were prompt, thorough, impartial, and appropriately documented. She evaluates whether the employer's policies, training, and supervisory conduct met California's standard under FEHA and Title VII.
Leave Compliance (FMLA / CFRA / PDL)
Laurie opines on employer compliance with California's CFRA, the federal FMLA, and Pregnancy Disability Leave (PDL) — including notice obligations, designation procedures, interference claims, and whether terminations or adverse actions taken during or after leave were defensible. She has been retained in leave-related matters for both public and private employers.
Wrongful Termination & Employer Decision-Making
Laurie reviews the full arc of an employment decision — from the triggering event through documentation, investigation, progressive discipline, and termination — to opine on whether the employer's process was consistent, contemporaneously documented, and aligned with policy. She evaluates the four factors of HR defensibility: documentation, consistency, timing, and process.
Wage & Hour (Meal/Rest, Classification, Off-the-Clock)
Laurie provides expert analysis in wage and hour matters including meal and rest period compliance, employee classification (exempt vs. non-exempt), off-the-clock work, and timekeeping practices — evaluating whether employer policies and supervisory practices met California's requirements under the Labor Code and applicable IWC Wage Orders.
HR Policies, Practices & Workplace Investigations
Laurie evaluates the adequacy of employee handbooks, HR policies, and workplace investigation procedures — opining on whether the employer's practices met the standard of care for similarly-situated California employers. She analyzes investigation methodology, documentation, findings, and remedial action to determine defensibility.
Negligent Hiring, Supervision & Retention
Laurie provides expert opinions in negligent hiring, supervision, and retention matters — analyzing background check practices, onboarding procedures, performance documentation, and whether the employer had constructive knowledge of a risk that should have prompted earlier action.
Laurie provides expert opinions on whether employers engaged in a timely, good-faith interactive process, offered reasonable accommodations, or properly documented accommodation decisions as required under California's FEHA and the federal Americans with Disabilities Act Amendments Act (ADAAA). She evaluates whether termination decisions involving an employee's disability or medical condition were defensible under California's heightened standard of care.
Harassment, Discrimination & Retaliation
Laurie analyzes employer response to complaints of sexual harassment, race, age, gender, and disability discrimination, and retaliation — examining whether investigations were prompt, thorough, impartial, and appropriately documented. She evaluates whether the employer's policies, training, and supervisory conduct met California's standard under FEHA and Title VII.
Leave Compliance (FMLA / CFRA / PDL)
Laurie opines on employer compliance with California's CFRA, the federal FMLA, and Pregnancy Disability Leave (PDL) — including notice obligations, designation procedures, interference claims, and whether terminations or adverse actions taken during or after leave were defensible. She has been retained in leave-related matters for both public and private employers.
Wrongful Termination & Employer Decision-Making
Laurie reviews the full arc of an employment decision — from the triggering event through documentation, investigation, progressive discipline, and termination — to opine on whether the employer's process was consistent, contemporaneously documented, and aligned with policy. She evaluates the four factors of HR defensibility: documentation, consistency, timing, and process.
Wage & Hour (Meal/Rest, Classification, Off-the-Clock)
Laurie provides expert analysis in wage and hour matters including meal and rest period compliance, employee classification (exempt vs. non-exempt), off-the-clock work, and timekeeping practices — evaluating whether employer policies and supervisory practices met California's requirements under the Labor Code and applicable IWC Wage Orders.
HR Policies, Practices & Workplace Investigations
Laurie evaluates the adequacy of employee handbooks, HR policies, and workplace investigation procedures — opining on whether the employer's practices met the standard of care for similarly-situated California employers. She analyzes investigation methodology, documentation, findings, and remedial action to determine defensibility.
Negligent Hiring, Supervision & Retention
Laurie provides expert opinions in negligent hiring, supervision, and retention matters — analyzing background check practices, onboarding procedures, performance documentation, and whether the employer had constructive knowledge of a risk that should have prompted earlier action.
Laurie Chua
California HR Expert Witness
&
Employment Compliance Strategist
[email protected]
858.705.3388
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