2026 California Employment Law Update: Bias Mitigation Training
SB 303, signed into law on October 1, amends the California Fair Employment and Housing Act (FEHA), adding Cal. Gov. Code 12940.2.
Maynard Nexsen Elevates Charles Omage to Managing Shareholder in Dallas
The Part 2 Rule Compliance Date is Approaching – Be Ready With This Operational Readiness Checklist
Enforcement of the updated 42 CFR Part 2 rule is slated to begin on February 16, 2026. To prepare, covered entities and business associates under the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”) that create, receive, maintain, or transmit any substance use disorder (SUD) records must familiarize themselves with the requirements of the Part 2 rule and undertake a review of policies and procedures to ensure compliance.
California Expands Enforcement and Penalties for Tip Violations
California continues to strengthen employee wage protections with Senate Bill No. 648 (“SB 648”), a new law that amends Labor Code section 351 aimed at enhancing enforcement against tip theft.
New Year, New Minimum Salaries for Noncompetes in Some States
New Year, New Minimum Salaries for Non-competes in Some States
Andrew Kragie & Leighton Lord Published in Law360’s Biz Development Tip of the Month | Think Like a Waiter
Maynard Nexsen Adds Experienced Patent Attorney to IP Team
2026 California Employment Law Update: The Workplace Know Your Rights Act
With the passing of California SB 294, by February 1, 2026, and annually thereafter, employers are required to provide a stand-alone written notice to current employees and new employees upon hire, with information related to employee rights, including:
2026 California Employment Law Update: Independent Contractors and Employee Vehicle Business Expenses
Effective January 1, 2026, SB 809 adds Labor Code sections 2750.9, 2775.5, and 2802.2. The law reaffirms that mere ownership of a vehicle, including a personal vehicle or a commercial vehicle used by a person in providing labor or services for remuneration, does not make that person an independent contractor. The ABC test still applies, meaning drivers may be classified as independent contractors only if they are free from the hiring entity’s control, do not work outside the hiring entity’s usual course of the business, and are running an independent business.