Belief: the safest approach is to post a huge pay range and keep flexibility. California’s pay scale focus is now on whether the posted wage range reflects what the employer reasonably expects to pay upon hire. Placeholder ranges, promotional ceilings,…
Belief: a written policy is enough. In California, meal period exposure is driven by the records. Meal periods show up in time data: whether a meal was taken, whether it was late, whether it was short, and whether someone edited…
Belief: remote expense reimbursement is about optics or “credibility.” It is not. It is legal liability. The practical dividing line is whether the employer required remote work or whether employees had a meaningful, workable option to perform the job on-site….
Belief: if you issue a 1099 and call someone a contractor, you solved classification. In California, the label does not decide it. The relationship does. And there are two different frameworks that can apply, depending on the context. First, the…
Belief: when a temporary assignment ends, final pay rules automatically apply the same way they do for a termination. In California, staffing relationships can be different. For certain temporary services employers, the end of an assignment can trigger a weekly…
Belief: the safest way to handle religion at work is to avoid it entirely and treat it as ‘private.’ Avoidance is not a strategy. Employers still have obligations to prevent religious discrimination, harassment, and retaliation, and to respond appropriately when…
Belief: if you hire from a competitor and the employee ‘brings knowledge,’ that’s just the market working. In reality, the line between competitive intelligence and corporate espionage is where companies get hurt—sometimes in civil litigation, sometimes in criminal investigations. The…
Belief: an internal investigation is just ‘talk to people and write something up.’ That belief produces investigations that collapse under scrutiny. The defensibility of an investigation comes from process: who ran it, what the scope was, what evidence was preserved,…
Belief: if the work happened entirely in California, the employer can’t rely on the Federal Arbitration Act unless it proves interstate commerce. That belief drives bad drafting and bad motion practice. A recent California appellate decision reinforces a practical reality:…
Belief: emergency contact forms are routine HR paperwork that can sit in a file forever. In California, that belief can turn into a deadline miss. Employers must give employees the opportunity to designate an emergency contact, update that information during…
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