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The 12 Days of California Labor & Employment Series – Day 7 "General Contractor Liability Clarified"

It’s the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the seventh day of Christmas, my Labor and Employment attorney gave to me—seven swans a swimming and AB 1565. More ›

The 12 Days of California Labor & Employment Series – Day 6 "Meal and Rest Break Changes"

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the sixth day of Christmas, my Labor and Employment attorney gave to me—six geese a'laying and AB 2605 and AB 2610. More ›

The 12 Days of California Labor & Employment Series – Day 5 "Salary History Clarifications"

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the fifth day of Christmas, my Labor and Employment attorney gave to me—five golden rings and AB 2282. More ›

The 12 Days of California Labor & Employment Series – Day 4 "Expansion of Human Trafficking Training"

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the fourth day of Christmas, my Labor and Employment attorney gave to me—four calling birds and SB 970 with an added bonus of AB 2034. More ›

The 12 Days of California Labor & Employment Series – Day 3 "Expansion of Lactation Accommodations"

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. On the third day of Christmas, my Labor and Employment attorney gave to me—three french hens and AB 1976. More ›

The 12 Days of California Labor & Employment Series – Day 2 "Sexual Harassment Training Expanded and Then Some"

It's the end of the year and while everyone is busy, employers in California should be aware of new laws and regulations that go into effect on January 1, 2019. In the spirit of the season, we are using the next "12 days of the holidays" to blog about one California law a day and that law's impact on California employers. Without further adieu, on the second day of Christmas, my Labor and Employment attorney gave to me—two turtle doves and SB 1343. More ›

On the First Day of the Holidays, My Labor and Employment Attorney Gave to Me - A Partridge in a Pear Tree and SB 826

It's back! Hard to believe another year is coming to a close. It's even harder to believe that California has once again enacted a slew of employment laws  that go into effect in 2019. The Legislature certainly keeps California employers busy. In the spirit of the season, we are again using the "12 days of Christmas" song to blog about one California law a day and that law's impact on California employers. So, on the first day of Christmas, my Labor and Employment attorney gave to me—a partridge in a pear tree and SB 826. More ›

Seventh Circuit Rules Termination Based on Political Affiliation Was Lawful

As a result of the 2018 midterms, many public offices will be transitioning from one political party to the other. In a timely decision, the Seventh Circuit recently reaffirmed that government entities have the right to discharge employees for political reasons, including political affiliation, in certain circumstances. More ›

Employee May Proceed with Claim Her Employer Led Her to Believe She Could Take FMLA Leave Before She Qualified

Employers cannot force employees to take medical leave before they become eligible for FMLA leave. Nor can they lull an employee into believing they will be granted leave despite being ineligible, then terminate when they take leave. This seems like common sense, right? Hopefully so, but a recent Wisconsin district court case reminds us common sense does not always prevail in the workplace. More ›

U.S. Supreme Court Holds the ADEA Applies to All Public Employers

In a recent 8-0 decision, the U.S. Supreme Court upheld a Ninth Circuit Court of Appeals decision holding the Age Discrimination in Employment Act (ADEA) applies to public employers of any size. More ›

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