Join CDF Labor Law LLP’s attorneys and industry experts for a week-long complimentary virtual webinar series addressing the most compelling topics facing the healthcare industry today. Speakers will discuss a series of thought-provoking sessions, spread over 5 days during the week of October 4-8, 2021 from 10-11 am (Pacific)*, delivered right to your desk virtually, and for free. Our speakers will provide up-to-the-minute legal, regulatory, and policy developments for healthcare-related businesses with California-based workforces.
After six years of litigation, CDF Labor Law LLP’s victory is etched in stone after the California Supreme Court denied review of a Court of Appeal decision that
As wildfire season is well underway, California employers need to be cognizant of the requirements to protect employees who are exposed to the hazards of wildfire smoke. In particular, Cal/OSHA’s wildfire smoke protection regulation (found here) applies whenever: (1) the current Air Quality Index (“AQI”) for PM2.5 is 151 or greater, and (2) the employer should reasonably anticipate that employees may be exposed to wildfire smoke. PM2.5 is defined as “Solid particles and liquid droplets suspended in air, known as particulate matter, with an aerodynamic diameter of 2.5 micrometers or smaller.”
With a growing number of employers becoming more comfortable with COVID-19 vaccine mandates, combined with this week’s FDA full approval of the Pfizer vaccine, the California Legislature is now discussing a potential bill that would impose a vaccine mandate or regular testing requirement on all private-sector employers. Although nothing has been drafted yet, the legislature is debating whether a mandate should be implemented.
On October 1, 2021, immigrants to the US will be required to supply evidence of vaccination against COVID-19 as a condition of immigrant visa issuance or approval of an adjustment of status application.
Medical grounds of inadmissibility date back to
CDF Labor Law LLP (CDF) proudly congratulates seven partners who were recognized in The Best Lawyers in America© for 2022 and four associates who were recognized in the 2022 Best Lawyers in America© “Ones to Watch” for various employment-related practice areas from metropolitan areas throughout California. In addition, Founding Partner Tim Freudenberger was named by Best Lawyers as the 2022 “Lawyer of the Year” in Class Actions – Defense, in Irvine, California for the third time.
Developments during the COVID-19 pandemic have left a dark cloud of uncertainty for employers in the Golden State, and have led to many new claims under the Private Attorneys General Act (PAGA). This webinar will cover how these developments impact business operations and litigation strategies for California employers as they navigate the rocky PAGA terrain.
CDF’s Partners Corey Cabral, Chair of the firm’s PAGA Litigation Practice Group, and Amy Williams, an experienced PAGA litigator, will discuss how pandemic-related business decisions and new California court opinions have created new PAGA claims and introduced new variables in PAGA litigation.
In particular, the presenters will offer insights on:
– Frequent sources of PAGA lawsuits.
– Liability that may arise from work-from-home arrangements, new compensation/bonus plans, staffing issues, and workplace safety requirements.
– Regular rate, wage statement, meal/rest period premium, and timekeeping requirements addressed in recently published opinions.
– Developing PAGA litigation strategies regarding the plaintiff’s standing, jurisdiction and venue.
This information will assist corporate counsel, California business owners and HR professionals in identifying and addressing potential risks related to these developments, and in implementing strategies for effectively mitigating potential liability.
This week CDF secured a victory for a California Employer when the California Court of Appeal held that the employer’s general California choice-of-law provision in its employment agreement did not entitle the employee to pursue class claims for unpaid wages.
National Labor Relations Board General Counsel Jennifer A. Abruzzo’s appointment and subsequent July confirmation marked a shift to a pro-labor perspective. On August 12, 2021, Abruzzo issued her
On August 5, the California Department of Public Health issued an order requiring COVID-19 vaccinations for all healthcare workers, allowing only narrow exemptions for medical reasons and religious beliefs. The order requires that covered workers be fully vaccinated (one dose of a one-dose vaccine or two doses of a two-dose vaccine) by September 30, 2021.
Nearly six months after the New York Attorney General announced the commencement of an independent investigation of allegations of sexual harassment against Governor Andrew Cuomo, a bombshell, 168-page investigation report has been released to the public on August 3, 2021.
Last week the California Court of Appeal, Fourth Appellate District, dropped a bombshell on employers by opining that an employee has standing to pursue PAGA penalties even if she only claims to have suffered a Labor Code violation
In June, Cal-OSHA updated its COVID-19 Emergency Temporary Standard (ETS), requiring unvaccinated employees to be masked in the workplace, except in certain situations, and permitting fully vaccinated employees to be maskless in the workplace in most situations. However, the ETS expressly provided that employers must comply with more stringent local regulations and health orders, when applicable. At the time the ETS was published, there were no significant local regulations in California addressing mask wearing in the workplace.
All employers covered by Title VII of the Civil Rights Act of 1964 have until August 23, 2021 to submit an EEO-1 Report of demographic workforce data to the EEOC for each of 2019 and 2020. This applies to employers with 100 or more employees, employers affiliated with or owned by another company that has 100 or more employees, or employers where management of the enterprise employs 100 or more persons. It also applies to many federal contractors. Employees are counted in a “snapshot” of a single pay period selected by the employer from the last quarter of the relevant year and include part-time and full-time personnel. An employer may select different a “snapshot” period for each of 2019 and 2020.
As concerns mount over the highly contagious Delta variant and the recent uptick in the number of COVID-19 cases and hospitalizations, on July 26, 2021, Governor Newsom ordered California state workers, healthcare workers and other employees who work in “high-risk congregate settings” to get inoculated against COVID-19; otherwise, they must submit to weekly COVID-19 testing and wear masks.