It has become common now for employees to post their terminations on social media. In a recent video, an employee, tipped off that her remote sales role was about to be cut, quietly hit record and pushed back on the two HR representatives delivering the news — neither of whom she had ever met. She
Most California employers think about their time and attendance records in only one context: the day a plaintiff’s lawyer subpoenas them. By then, the records are working against you — every late meal punch, every missing premium, every off-the-clock minute becomes a line item in someone else’s damages model. But the same data that creates
California employers have extensive obligations under the Labor Code to create and maintain accurate time records and pay stubs. The Labor Code itself doesn’t prescribe a specific format or technology, but the way employers handle these records has only grown more important — particularly after the 2024 Private Attorneys General Act (PAGA) reform, which ties
Artificial intelligence has quietly become part of how work gets done. Employees are using it to draft emails, summarize documents, build spreadsheets, and answer customer questions — often without anyone in management deciding that should happen. For employers, the question is no longer whether AI is in the workplace. It is whether it is being
California employers face one of the most complex and actively enforced wage-and-hour landscapes in the country, and most of that complexity gets triggered the moment a schedule is built. Daily overtime, meal and rest break timing, premium pay obligations, split shifts, reporting time pay, and PAGA exposure all flow from how shifts are scheduled and
California employers face constant pressure to make personnel decisions quickly. Terminations, separations, performance issues, and new hires often cannot wait for a lawyer’s calendar. The most effective way to handle these routine but high-risk situations is to have a core set of documents drafted, reviewed, and approved by employment counsel in advance. When the situation
Mandatory fees added to customer checks have become one of the more aggressively litigated areas in California consumer and employment law. Restaurants are the most visible target, but the issue reaches any California business that adds a line-item charge to customer invoices — event venues, hotels, salons, fitness studios, delivery services, and beyond. The framework
On April 1, 2026, the Ninth Circuit handed California employers a meaningful win in O’Dell v. Aya Healthcare Services, Inc., No. 25-1528. The court reversed a Southern District of California ruling that had used a procedural doctrine—non-mutual offensive collateral estoppel—to invalidate arbitration agreements for more than 250 opt-in plaintiffs based on two prior arbitrator decisions
Posting a job opening sounds straightforward — but in California, it comes with a growing list of legal requirements that many employers overlook. From pay scale disclosures to salary history prohibitions, the rules around job postings have evolved significantly in recent years and continue to be refined by legislation, agency guidance, and litigation. Getting these
For decades, the law firm business model operated on a familiar premise: a broad base of junior lawyers, a small group of partners at the top, and clients footing the bill for hours billed at every level of the pyramid. That model — the associate leverage model — is now under significant structural pressure, and