Belief: the PAGA case lives on even if the employee loses individually. PAGA standing is not abstract. It depends on whether the person bringing the case actually experienced a Labor Code violation. If individual claims are fully decided on the…
Belief: one bad arbitration decision means your arbitration program is unusable. In California, mixed arbitration outcomes happen for a simple reason: different decision-makers sometimes read the same language differently. That is not a license to ignore the problem, but it…
Belief: arbitration agreements are plug-and-play. If you roll one out later, it still works. Timing can turn a routine rollout into a credibility problem—especially when employees are already involved in a pending dispute. The failure pattern is communication pressure: mixed…
Belief: the safest approach in employment disputes is to collect everything. In modern workplaces, collecting everything often increases risk because it floods review with noise, increases handling errors, and makes chain-of-custody harder to explain. A smarter posture separates preservation from…
California’s Supreme Court recently clarified an important question for employers using arbitration agreements: does small or illegible print automatically invalidate the agreement? The answer matters because many California employers rely on arbitration agreements to resolve employment disputes efficiently. However, California…
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