Your employer said the role was eliminated because AI can do the work now. It may be true. It may also be the beginning of a more complicated story. This pattern shows up often enough in California that courts and…
Most employers using AI in hiring assume the vendor carries the legal risk. The vendor agreement probably says otherwise, and California’s regulatory framework makes it even clearer: the employer owns the workflow. The California Civil Rights Department (CRD) has issued…
You told your manager you needed a schedule adjustment because of a medical condition. Your manager said the position did not allow for that. You did not push back. You assumed the answer was final and that there was nothing…
“We always make sure everyone gets their breaks.” That is what my client’s employer said. Her pay stubs told a different story. Under California Labor Code section 226.7, when an employer fails to provide a compliant meal period, it owes…
Many California SMBs outsource leave administration to a third-party administrator. The TPA receives the leave requests, issues the designation notices, tracks the entitlement, and communicates with the employee. The employer writes a check and assumes the compliance obligation has been…
You started a new job. On day one, alongside the I-9 and the direct deposit form, you signed an arbitration agreement. Your employer said all workplace disputes would be resolved through arbitration. You signed. That agreement may be significantly weaker…
Most California employers who have considered the WARN Act have federal WARN in mind: 100 employees, 50 affected, 60 days notice. They run the math, conclude they are under the threshold, and move on. California has its Cal-WARN and AI…
You used cannabis over the weekend. You came to work Monday and did your job. Your employer ran a drug test and the result came back positive. You were terminated. That pattern shows up often enough that California now has…
Off-the-clock work is one of the most common and most expensive wage-and-hour problems California SMBs face, and it is frequently invisible until the demand letter arrives. The employer believes the rule is simple: if I did not authorize the work,…
Most California employers who pay team bonuses call them discretionary. The label feels right. The bonuses are not guaranteed in the offer letter, they fluctuate by quarter, and leadership decides the amount. In practice, that label does very little legal…
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