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…
Most employers assume that as long as they conduct an investigation, the process is legally defensible. That assumption breaks down fast when the accused employee was never told what they were being investigated for. California law — reinforced by FEHA…
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…
Most employers believe a signed NDA in a settlement or separation agreement locks down what the employee can say. In California, that assumption is wrong — and acting on it can make the situation significantly worse. California’s Silenced No More…
Most employers assume retaliation means an employee complained about harassment and got fired. That’s one scenario. California has three distinct retaliation frameworks — and the wrong response to the wrong one creates compounding exposure. FEHA retaliation, codified at Government Code…
California’s overtime requirements are significantly more protective than federal law, and many employers make costly mistakes by misunderstanding these rules. Both employers and employees need to understand how California calculates overtime, when it applies, and which exemptions are valid. California…
California employers must now navigate comprehensive pay transparency requirements that took effect in 2023 and continue to evolve in 2026. SB 1162 fundamentally changed how employers communicate about compensation, requiring pay scale disclosure in job postings and imposing detailed pay…
Most California employers who classify workers as independent contractors are wrong. The classification fails under California’s ABC test, and the consequences include substantial liability for unpaid wages, benefits, taxes, and civil penalties. California law presumes all workers are employees unless…
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