Most California small employers know the FEHA list — race, religion, sex, age, disability, sexual orientation, gender identity, and the rest. Family structure is not on it, so the assumption is that hiring decisions, leave requests, and bereavement policies do…
Belief: once leave is exhausted, the decision is automatic. It isn’t. Leave issues always require a documented process. When an employee requests additional time, modified return‑to‑work, or another adjustment tied to a medical condition, the employer must engage in an…
Attendance policies feel objective, which is why businesses lean on them. In California, the risk is that a neutral policy can collide with protected leave and disability accommodation obligations, and the policy can become the evidence. The operational failure mode…
Many California employers believe final pay follows the normal payroll cycle. It doesn’t — and the penalties for getting the timing wrong are significant. Under Labor Code section 201, when an employer terminates an employee for any reason, all earned…
Most California employers believe that putting a meal break on the schedule satisfies the law. It doesn’t. Under Labor Code section 512 and the applicable wage orders, the obligation is to relieve the employee of all duty for at least…
Many California employers still believe they can require an employee to repay training costs, sign-on bonuses, or visa sponsorship expenses if the employee leaves early. As of January 1, 2026, most of those agreements are unlawful. California’s AB 692 —…
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…
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…
California employers are missing the bigger picture on bereavement leave. It’s not just about the days. Your employer tells you that you can take time off when a family member dies. They make it sound generous. What they don’t tell…
A recent federal jury verdict should catch every California employer’s attention: $100 million awarded in an age discrimination case. California’s Fair Employment and Housing Act provides robust protections for workers age 40 and older. When employers make decisions based on…
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