Your coworkers started a friendly pool on when the company’s next product ships, and you put in twenty dollars without thinking twice. It felt like a fantasy football bracket, not a legal problem. California does not see it that way…
Many employers believe that if an AI interviewing vendor built the tool, the vendor also owns the compliance risk. That belief does not survive contact with California law. AI-driven interview platforms, whether chat, voice, or video, are increasingly filling the…
Employers often assume a workplace safety citation gets easier to fight once nobody was seriously hurt. That is backwards under California’s Serious Accident-Related citation framework. Under Labor Code § 6432, Cal/OSHA does not need to show that an actual injury…
Most San Francisco employers think their hiring process is fine because they already follow California’s statewide ban-the-box rule. That assumption is about to get expensive. Effective August 10, 2026, San Francisco’s Fair Chance Ordinance adds categories of criminal history that…
“We updated the handbook a couple of years ago, so we’re covered.” It’s a reasonable-sounding belief, and in most states, it might even hold up for a while. Not in California. California employment law turns over on a predictable, twice-yearly…
Some California business owners assume mandated-reporter obligations belong to schools, daycares, and youth sports leagues, not to a talent agency, management company, or coaching business. California recently expanded mandated-reporter coverage to include certain entertainment-industry roles that work directly with minors,…
Many employers believe that once the Workplace Violence Prevention Plan is written, trained on once, and filed away, the compliance obligation is finished. It is not, and treating it that way is exactly how a good-faith effort turns into a…
California expanded mandated reporter coverage for certain entertainment-industry roles working with minors. If your business employs or regularly engages talent agents, talent managers, or talent coaches who provide services to minors, this update matters. It turns an operational relationship into…
Belief: harassment by customers, vendors, or other non-employees is not the employer’s exposure because the employer does not control the harasser. FEHA liability for third-party harassment turns on response, not control. The standard is whether the employer knew or should…
Belief: California’s heat illness rules are satisfied by having a written plan on file. The plan is the starting point, not the finish line. Cal/OSHA’s outdoor heat illness standard (Title 8, §3395) and the newer indoor standard (Title 8, §3396,…
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