Attention California Employers: Los Angeles County’s Fair Workweek Ordinance is Fair Game on July 1, 2025
Hot on the heels of the City of Los Angeles’ Fair Work Week Ordinance – which became effective April 1, 2023 – Los Angeles County’s own predictive scheduling ordinance will take effect on July 1, 2025. Similar to the city’s ordinance, Los Angeles County’s Fair Workweek Ordinance requires covered employers to provide covered employees with predictable […]
Attention California Employers: Spring Forward with a Roundup of Employment-Related Bills Introduced In 2025 – *HINT* You’ll Want to Keep Your Eyes on These
While it’s still early in the legislative session, employers may want to get a head start on reviewing the avalanche of employment-related bills introduced in the 2025 legislative session. State lawmakers have proposed several bills that collectively impact nearly every aspect of employment, from recruitment and hiring, to monitoring and surveillance, and everything in between and […]
ATTENTION EMPLOYERS: EEOC TAKES CONTROL OF WEARABLE TECHNOLOGY TAKEOVER WITH GUIDANCE ON COMPLIANCE RISKS UNDER FEDERAL ANTI-DISCRIMINATION LAWS
In light of the increased use of wearable technologies (wearables) in the workplace, the Equal Employment Opportunity Commission (EEOC) recently issued guidance to remind employers that employment discrimination laws apply to the collection and use of information from wearables. While wearables can offer several benefits to employers and employees, the EEOC warns that such wearables, even […]
ATTENTION CALIFORNIA EMPLOYERS: NEW PAGA FAQs UNMUDDLE THE MURKY WATERS OF REFORM
As we previously reported HERE, in July 2024, Governor Newsom signed into law a pair of bills that significantly reformed the state’s Private Attorneys General Act (“PAGA”). While the reform constituted a big victory for employers, it also left them high and dry to navigate the uncertain waters of uncharted territory. In a timely rescue, the California […]
ATTENTION CALIFORNIA EMPLOYERS: NINTH CIRCUIT SAYS PERSONAL SOCIAL MEDIA POSTS CAN CONSTITUTE WORKPLACE HARASSMENT
On July 25, 2024, in Okonowsky v. Garland, the U.S. Court of Appeals for the Ninth Circuit held that harassing conduct that occurs outside the workplace – including conduct perpetrated through personal, off-duty social media posts – can constitute actionable workplace harassment for which employers may be held liable. Facts Plaintiff Lindsay Okonowsky worked as […]
ATTENTION CALIFORNIA EMPLOYERS: TRICK? OR TREAT? GET READY FOR THE TOP 10 NEW LAWS CREEPING INTO YOUR WORKPLACE
It’s that spooky time of year again for California employers – Governor Newsom has spoken but, fear not, we have narrowed it down. Whether you’re an employer who eagerly awaits the annual list or one who dreads its return, all employers should be aware of these significant new employment laws heading to the Golden State. To prepare […]
ATTENTION CALIFORNIA EMPLOYERS: NEW LAW SIGNIFICANTLY EXPANDS PROTECTIONS FOR VICTIMS OF VIOLENCE (AND OBLIGATIONS FOR EMPLOYERS)
On September 29, Governor Newsom signed into law AB2499, enacting a sweeping set of changes to California’s “jury, court, and victim time off” law, with the most significant amendments expanding the scope of protection under the “victim time off” provisions. AB2499 reframes existing workplace protections for victims of violence by redefining eligibility for protection and broadening […]
ATTENTION CALIFORNIA EMPLOYERS: COWORKER’S ONE-TIME USE OF A RACIAL SLUR MAY CONSTITUTE ACTIONABLE HARASSMENT…
. . . and employers may be held liable. On July 29, 2024, in Bailey v. San Francisco District Attorney’s Office (2024) 16 Cal.5th 611,the California Supreme Court held that an isolated act of harassment may be actionable under the California Fair Employment and Housing Act (“FEHA”), if it is sufficiently severe in light of the totality […]
Good News for California Employers: PAGA Reform Has Arrived.
On July 1, 2024, Governor Gavin Newsom signed Private Attorneys General Act (“PAGA”) reform bills AB2288 and SB92 into law, enacting the most significant reform of the law in its 20-year history. The purpose of the new law, which applies to all PAGA actions filed on June 19, 2024 or later, is to provide relief […]
CALIFORNIA EMPLOYERS BE GUIDED: CALIFORNIA SUPREME COURT CLARIFIES COMPENSABLE “HOURS WORKED”; CALIFORNIA PRIVACY PROTECTION AGENCY EMPHASIZES “DATA MINIMIZATION” PRINCIPLES
Only halfway through 2024, California employers – who are no strangers to change – have already felt the impact of several developments this year, ranging from the now-effective changes under the Workplace Violence Prevention Plan law, Cal/OSHA’s indoor heat illness prevention standard, and PAGA reform to the soon-to-be effective changes under Los Angeles County’s Fair […]