An appellate court upheld a trial court’s denial of class certification in a case brought against 
Walgreens. The appellate court’s decision provides a few good lessons for employers defending class action allegations.
1. Meal break cases are harder to certify as class actions after the Brinker decision.
The California Supreme Court held in Brinker Restaurant
1. Automatic liability for a company when harassing or discriminatory conduct is taken by supervisors.
A company is automatically liable for any harassment or discriminatory actions taken by its supervisors. Under California’s Fair Employment and Housing Act (FEHA), a supervisor is defined as anyone who has the authority to hire, transfer, suspend, layoff, recall, promote
Below are five new laws going into effect in 2015 that California employers should know about 
before the start of 2015. Employers should also take time and review their current policies to ensure compliance for the new year.
1. Mandatory paid sick leave.
You’ve probably been beaten over the head from emails from your employment lawyer
Expense reimbursement may seem like a small issue in comparison with the other areas of 
liability facing California employers, but the exposure for not appropriately reimbursing employees can be substantial. In Gattuso v. Harte-Hanks Shoppers, Inc., the California Supreme Court clarified the parameters of mileage reimbursement under California law, as well as the three
Severance pay is not required under California law. However, employers who have potential disputes with employees that are leaving employment should consider whether offering severance pay in exchange for a signed severance agreement containing a release of claims against the company may be useful in avoiding costly litigation. Here are answers to five common questions
Today’s Friday’s Five provides a few points for employers to consider who have employees that 
receive gratuities. California law is very specific regarding gratuities left for employees, and since tips are property of the employee, employers must approach this area with caution. Here are five “tips” about tips in California.
1. Tips are employee’s property.
Back to some basics with this Friday’s Five. This post revisits some meal and rest break requirements. It has been a couple of years since the California Supreme Court issued it groundbreaking ruling in Brinker Restaurant Group v. Superior Court, and it is a good time for employers to audit these policies and practices.
Employers can receive requests for employment records of current and former employees though 
different ways. It is important for employers to first carefully review the request to understand what is being requested. It is important to understand who is making the request? Is the request only seeking a personnel file? Is the request only seeking
AB 2053 was signed into law by Governor Brown, and as of January 1, 2015, employers have to 
comply with new obligations regarding the sexual harassment training already required for some employers under California law. Here are five issues employers should understand about AB 2053.
1. What are employer’s current obligations to have supervisors attend
On September 10, 2014, the Governor signed into law a bill that requires a minimum of three paid sick days per year for employees. The new law applies to all employers, regardless of size. 
Here are five essential points employers must understand to begin the process of meeting their obligations under the new law.
1. How