It’s almost fall! As everything is rapidly becoming pumpkin-flavored, it’s time to face the music: the California Privacy Rights Act (“CPRA”) is coming for employers sooner than later.
Archives for August 17, 2022
Jane Heidingsfelder, a partner in the Labor & Employment Practice Group, authored the Construction Executive article “Heating Things Up: OSHA Launches National Emphasis Program on Outdoor and Indoor Heat Hazards” about the Occupational Safety and Health Administration (OSHA) National Emphasis Program on heat hazards.
DF Among 43 U.S.-Based Firms Recognized For Strong Commitment to DEI
IRVINE, Calif., August 16, 2022. CDF Labor Law LLP, a California employment, labor, and immigration employer-side law firm, was named one of only 43 U.S.-based law firms to earn a place on Bloomberg Law’s second Diversity, Equity & Inclusion (DEI) Framework list.
For the second year in a row, CDF was recognized for its level of disclosure of diversity-related metrics and distinguished performance against six core pillars: demographics, leadership and talent pipeline, recruitment and retention, business innovation and strategy, marketing, and diversity & inclusion in the community.
“CDF is no stranger to DEI. From its inception in 1994, CDF has provided a platform allowing everyone a structural opportunity to advance regardless of their race, gender or sexual orientation,” says Marie DiSante, Co-Founder and Firm Managing Partner. “We believe that a firm culture that prioritizes inclusivity leads to better outcomes, for both our firm and our clients,” she adds.
“We’re proud to once again be recognized by Bloomberg Law by their inclusion of CDF in their DEI Framework report,” said Alison Tsao, Partner and Chair of CDF’s DEI Committee. “From our recruiting efforts, provision of leadership opportunities, to our strong involvement in DEI efforts in the broader legal community, we work tirelessly to enhance equality and inclusion in our workplace and the legal profession.”
Bloomberg Law’s DEI Framework was developed in 2021 in collaboration with Bloomberg’s Gender-Equality Index team, as well as diversity leads at corporations and U.S.-based law firms. Performance was assessed across more than 85 metrics, each associated with one of the framework’s six core pillars.
“The desire to incorporate DEI into the selection process for outside legal services presents a new challenge for the industry, but CDF has distinguished itself as a law firm worthy of consideration,” said Joe Breda, President, Bloomberg Law. “Through a demonstrated commitment to DEI, CDF is helping to move the legal industry forward and we recognize their performance by naming them as a member of our 2022 DEI Framework.”
CDF continues to make DEI a priority at the firm by participating in the 18-month-long certification process for the 2021-2023 cohort of the Midsize Mansfield Rule. Created by the Diversity Lab, the Mansfield Rule is a growing movement to increase diversity in law firm recruitment and promotion practices. It is named after Arabella Mansfield, the first female lawyer in the US. It requires law firms to demonstrate year-long progress in increasing diversity in senior recruitment and leadership decisions and consider a minimum of 30 percent diverse candidates for these roles.
About CDF Labor Law LLP
For close to 30 years, CDF Labor Law LLP has distinguished itself as one of the top labor, employment, and business immigration law firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. The firm has five offices throughout California – in Sacramento, San Francisco, Los Angeles, Orange County and San Diego. For more information, visit: www.CDFLaborLaw.com and find CDF on LinkedIn or Twitter to learn more about how the firm protects California employers. For access to timely alerts on the latest California labor and employment law developments, sign-up for the firm’s blog by visiting: www.CalLaborLaw.com.
About Bloomberg Law
Bloomberg Law combines the latest in legal technology with workflow tools, comprehensive primary and secondary sources, trusted news, expert analysis, and business intelligence. Our deep expertise and commitment to innovation provide a competitive edge to help improve attorney productivity and efficiency. Bloomberg Law is the only legal research provider to include continuous enhancements to its platform at no cost to existing subscribers. For more information, contact Bridget Johnson at email@example.com.
On August 11, 2022, the Center for Disease Control (“CDC”) updated and further loosened COVID-19 guidelines. A summary of the guidelines demonstrate the shift in the CDC’s focus to avoid transmitting severe illness, as opposed to trying to avoid transmission of COVID-19 altogether. The CDC continues to emphasize the importance of vaccination, testing, masking, and other preventative measures. While many of the CDC’s past recommendations remain the same, there are some new changes that California employers should be aware of when trying to mitigate the impact of COVID-19 in the workplace.
A conversation about practical ways to handle negative relationships with people at work.
A complaint details labor board favoritism in organizing elections.
Leaders have to ask employees what they need to feel like they are doing the best work of their careers. Generally, they don’t need to be pushed even harder.
Start by catching people doing things right.
With disability claims skyrocketing, small businesses need to know how to support employees who need extra care.
Lowe’s store employees will soon see bonuses in their paychecks.
While employers already have their plates full in their quest to attract and retain top talent, exerting their time and energy to address the specific wants and needs of the workforce, there is another potential upheaval waiting in the wings to vie for their attention.
Young workers, women, and people of color are combining digital innovation with old-school face-to-face organizing to build a new labor movement.
A new movement has bubbled up on TikTok, inspiring young workers and baffling some bosses.
Though many companies had already loosened policies, some say previous guidance made office policies harder to enforce; ‘enormous sense of relief’
Jorge Sales Boyoli explains why the labor law in Mexico sometimes treats public sector employees like second-class workers, especially when it comes to working remotely.