Many California employers handle menopause-related issues as a personal matter — not a legal one. That assumption is already risky under current law, and AB 1940 would make it indefensible. Assemblymember Calderon’s AB 1940 would amend Government Code section 12926…
Most employers believe a signed NDA in a settlement or separation agreement locks down what the employee can say. In California, that assumption is wrong — and acting on it can make the situation significantly worse. California’s Silenced No More…
Most employers assume retaliation means an employee complained about harassment and got fired. That’s one scenario. California has three distinct retaliation frameworks — and the wrong response to the wrong one creates compounding exposure. FEHA retaliation, codified at Government Code…
California’s overtime requirements are significantly more protective than federal law, and many employers make costly mistakes by misunderstanding these rules. Both employers and employees need to understand how California calculates overtime, when it applies, and which exemptions are valid. California…
California employers must now navigate comprehensive pay transparency requirements that took effect in 2023 and continue to evolve in 2026. SB 1162 fundamentally changed how employers communicate about compensation, requiring pay scale disclosure in job postings and imposing detailed pay…
Most California employers who classify workers as independent contractors are wrong. The classification fails under California’s ABC test, and the consequences include substantial liability for unpaid wages, benefits, taxes, and civil penalties. California law presumes all workers are employees unless…
Artificial intelligence tools are transforming workplaces across California, but many employers are deploying these systems without establishing the governance frameworks necessary to manage significant legal risks. While AI can enhance productivity and decision-making, its use in hiring, performance management, and…
Many California employers believe they can require employees to perform work tasks outside their scheduled shifts without paying for that time. They cannot. This practice violates California wage and hour law and constitutes wage theft. Under California law, employers must…
Employment disputes are proof contests. In California private-sector practice, the story is usually driven by California law, and documentation is what makes that story believable or vulnerable. California’s Fair Employment and Housing Act (FEHA) is typically the primary framework in…
“Hostile work environment” is a legal term of art in California. Many people use it to describe yelling, micromanagement, favoritism, or bullying. Those can be serious workplace problems, but they are not automatically unlawful harassment. In California, harassment is generally…
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