Mandatory sexual harassment for supervisors is not enough.
California Court of Appeal issues new decision on PAGA and agreements to arbitrate.
By this time of year your company's holiday party planning is likely in full swing. One question employers confront around this time of year is whether to serve alcoholic beverages at holiday parties.
Employers need to consider disability accommodation under the ADA and FEHA before terminating employees unable to return from medical leave.
Last week the California Court of Appeal held that an employer's mandatory arbitration policy was unenforceable because it was unconscionable (i.e. too one-sided and unfair to be enforced). The opinion is a good reminder that simply having an arbitration agreement does not need mean it will be enforceable when a dispute arises.
New amendments to CFRA require employers with 20 or more employees to provide up to 12-weeks protected leave for baby bonding.
New section of California Labor Code will make it unlawful for employers in California to ask applicants about their pay history.
New amendments to California Labor Code 98.7 Make it Easier for Employees to Prove Unlawful Retaliation.
Ignorance Is Not Bliss: Court of Appeal Holds that Knowledge and Intent Are Not Required For PAGA Penalties
California Court of Appeal holds that knowledge and intent not required to recover wage statement penalties under PAGA.
Employers are increasingly using arbitration agreements as a strategy to mitigate the risks of potentially costly litigation. Generally speaking, there are several benefits for employers to consider when deciding whether to adopt an arbitration policy. A few of these benefits, and their limitations, are described in this blog post.