In 2015, the Legislature took steps to slow some of the PAGA litigation. Employers now have a limited ability to avoid litigation by curing two types of alleged violations.
Bringing your own device (BYOD) has been the single most radical shift for employers since computers invaded the workplace, but it comes with a costly new price tag for California employers.
There has been a steady stream of seating cases, in many cases against retail stores, where cashiers stand all day, and against those banks that require tellers to stand unremittingly at the counter.
Employment attorneys need to be familiar with the pros and cons of arbitration, its requirements and limitations, as well as the legal theories to invalidate such agreements.
Litigation arising out of employment is a fact of life. When those cases conclude with payment, there are tax consequences that have to be addressed. This article provides a short primer on common tax issues associated with these cases.
Although most California employment attorneys are no doubt familiar with the Private Attorney General Act of 2004 (PAGA), they may not fully understand what the PAGA is or grasp how it works. This article summarizes what every California employment attorney should know about PAGA, regardless of whether they are actively litigating such claims.