In today’s employment climate, workforce scheduling isn’t just an operational issue—it’s a legal one. With increasing scrutiny over wage and hour practices, California employers must understand the boundaries when it comes to scheduling flexibility. While California has not adopted “predictive scheduling” mandates on a statewide level, that doesn’t mean employers are in the clear. Local
AI is no longer just a buzzword—it’s actively transforming the workplace. Whether employers are aware of it or not, AI tools are being embedded into daily operations across industries. With California pushing forward with proposed regulations that could take effect as early as July 1, 2025, employers must begin understanding the implications now. Here are
The ramping up of enforcement by Immigration and Customs Enforcement (ICE) across California has been expected for some time now. We have hosted multiple webinars earlier this year with this expectation, and now is a good time to review the materials again. What we’re seeing now is not a surprise, and the focus on employer
California employers were required by February 14, 2024, under AB 1076, to notify employees bound by noncompetition agreements that these agreements are void and unenforceable—unless a statutory exception applies. With this update to California law, many employers are rightly asking:
How can employers still protect their business interests, proprietary information, and customer relationships
July 1 is just around the corner, and with it comes a series of local minimum wage increases across Southern California. For employers operating in multiple jurisdictions, staying compliant can be complex—but it’s essential to avoid costly penalties and maintain employee trust.
Below is a breakdown of the new rates, followed by a practical compliance
More than 15 years after the California Supreme Court decided Hernandez v. Hillsides, Inc. (2009) 47 Cal.4th 272, it remains a foundational case on employee privacy rights. While the employer prevailed, the case clarified where the legal boundaries lie—and why employers should tread carefully when it comes to surveillance.
Here are five (plus one)
As we move deeper into 2025, it’s the perfect time for California employers to return to the fundamentals. With ever-evolving employment laws and aggressive enforcement—especially around wage and hour issues—getting the basics right can mean the difference between smooth operations and costly litigation.
As a preview to our upcoming webinar, “Wage and Hour Back
In the medical world, a fomite is an inanimate object—like a doorknob or keyboard—that can transmit infectious agents from one person to another. While not inherently harmful, fomites become dangerous when they carry viruses that infect new hosts.
This concept has surprising relevance in the workplace. At Zaller Law Group, we’ve seen firsthand how workplace
The first 90 days of employment are more than just an adjustment period—they’re a critical window to engage new hires, reduce turnover, and avoid legal risks. For California employers, where employment laws are especially protective of workers, effective onboarding is both a best practice and a compliance must.
Here are the top five things every
