OSHA is investigating your workplace and wants to interview you. You assume you have to answer every question and sign whatever they put in front of you. You do not. OSHA has authority to conduct worksite inspections and interview employees….
A common employer assumption: once an employee is classified as exempt, the classification holds regardless of what tasks they perform. The reality is more conditional, and a recent federal guidance document makes the limits explicit. On May 28, 2026, the…
“I used an AI tool to think through the situation before I responded. Nobody else saw it.” Except, in litigation, they might. AI chat logs are not automatically confidential. Courts are increasingly treating them like other business communications. A conversation…
Election season or not, political tension finds its way into workplaces. California employers who respond by trying to ban political discussion, penalize employees for their views, or pressure employees toward particular positions are often surprised to learn how little legal…
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…
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