Articles Discussing General Workplace Issues in California.

Join Dan M. Forman, Partner and Chair of CDF’s Trade Secret and Privacy Practice Groups, for an exclusive one-hour complimentary webinar focused on providing attendees with invaluable insights and top tips for effectively navigating the legal landscape surrounding ChatGPT (Generative Pre-trained Transformer) and Artificial Intelligence (AI) technologies in relation to trade secrets, privacy rights, and other workplace aspects.

This webinar will explore the new legal challenges and opportunities arising from the exponential growth of ChatGPT and AI for employers. Dan will provide essential insights and top tips for those grappling with compliance challenges under existing California laws presented by ChatGPT and AI technologies. Emphasis will be placed on safeguarding trade secrets, ensuring compliance with employee privacy regulations, and other regulatory requirements while harnessing the power of these innovative technologies.

Key topics covered during the webinar include:

–How ChatGPT and AI Will Impact Trade Secrets
–Proactive Protection of Trade Secrets in the Age of AI
–Compliance with Employee Privacy Regulations in the AI Era
–How to Minimize the Potential Risks of Bias, Discrimination, and Other Ethical Concerns That May Be Associated with AI
–Balancing Innovation and Compliance Should Employers’ Policies and Agreements Incorporate AI provisions

Dan M. Forman, leveraging his over three decades of experience in employment law and evolving technologies, will provide real-world examples, practical tips, and best practices to attendees interested in harnessing the potential of ChatGPT and AI technologies.

Register today to attend this timely and informative webinar that will cover compliance strategies in the ever-evolving era of artificial technology.

CA MCLE, HRCI and SHRM credit pending.

In this episode, Jen explores the Industrial Welfare Commission’s Wage Orders and explains why employers must know which one(s) applies to their business.

On May 9, 2023, the California Supreme Court heard oral arguments in Adolph v. Uber to decide “[w]hether an aggrieved employee who has been compelled to arbitrate [their individual] claims under the [California Labor Code] Private Attorneys General Act (PAGA) . . . maintains statutory standing to pursue PAGA claims

By: Discretion: The Better Part of Valor in Defending Against PAGA Claims 

Since the U.S. Supreme Court’s decision in Viking River Cruises v. Moriana, employers have been implementing and enforcing arbitration agreements requiring employees to arbitrate their individual Private Attorneys’ General Act (“PAGA”) claims. But what happens to the representative PAGA

On June 16, 2022, we posted about the U.S. Supreme Court’s decision in Viking River Cruises, Inc. v. Moriana. There, the Court struck down the waiver in Viking’s arbitration agreement of Moriana’s right to bring a representative PAGA claim. 

Join CDF partners Leigh Ann White and Sander van der Heide for a comprehensive, complimentary webinar on California’s Fair Pay Act and related laws, including planning and conducting a pay equity audit to help protect your company from potential costly litigation. California’s Fair Pay Act and related laws impose some of the strictest standards in the nation for pay equity, salary history inquiries, mandatory pay scales and reliance on prior salary in compensation decisions. This webinar will provide an overview of the Fair Pay Act and related California requirements. In addition, CDF attorneys will review how you can evaluate existing pay practices that may uncover potential vulnerabilities.

During this webinar, CDF attorneys will cover:

Overview of California’s Fair Pay Act
Auditing Fair Pay Practices
Recent Cases Under California’s Fair Pay Act
Related Laws Operating In Conjunction With the Fair Pay Act

Register today to reserve your spot!

CA MCLE, SHRM and HRCI credit pending.

The California Civil Rights Department (CRD) recently issued new guidance confirming that private colleges and universities and labor contractors are subject to the newly expanded pay data reporting obligations added as part of the state’s pay transparency law, Senate Bill (SB) 1162, enacted in September 2022. The state has set

By: Court of Appeal Denies Employer Liability for Employees’ Personal Relationship Under FEHA

While California’s Fair Employment and Housing Act (FEHA) generally holds employers strictly liable for harassment by a supervisor, a recent decision from the California Court of Appeal establishes an important limitation for personal relationships between employees.

In Atalla

Most likely, yes. Employers covered by San Francisco’s Fair Chance Ordinance or Health Care Security Ordinance are required to submit the Employer Annual Report Form to the San Francisco Office of Labor Standards Enforcement (OLSE) by May 1, 2023. The purpose of the Annual Report Form is to provide OLSE

As the health risks of the pandemic wind down, the complexities of offering remote work endure. Some employers are still offering full remote work, while others offer a hybrid to remain competitive and retain employees. Indeed, workers regularly request expect at least a partial remote work schedule. Allowing any remote work by non-exempt employees has its risks. The following discusses some of the pitfalls that California employers should be mindful of when managing remote workers and best practices to help avoid them.
Employers are responsible for complying with all of the same wage and hour laws for non-exempt workers, whether they are remote or not. The hot spots related to these laws and remote workers are claims for off-the-clock work/unpaid wages, meal and rest break violations, and unreimbursed expenses.

The City of Los Angeles’s Retail Fair Workweek Ordinance, which takes effect April 1, 2023, is not the only local ordinance in the Golden State that affects how retailers and other employers handle scheduling.

Lawmakers in Sacramento seek to outright ban criminal background checks by most private sector employers in California in a bill that would scrap California’s existing fair chance law and replace it with the most restrictive fair chance law in the United States. While the sweeping bill’s future is

The COVID-19 State of Emergency for California ended on February 28, 2023. In its wake, the California Department of Public Health (CDPH) has announced impending updates to its remaining COVID-19 mandates, including those applicable to healthcare workers.

On March 3, 2023, the CDPH announced it would end vaccination requirements for

In November 2022, the City of Los Angeles passed the Retail Fair Workweek Ordinance. The ordinance is set to take effect on April 1, 2023. The ordinance sets forth requirements for retail businesses in handling scheduling and providing work schedules to employees. Covered employees are anyone working in the City

Three years ago, California voters approved Proposition 22, the “Protect App-Based Drivers and Services Act,” which allowed app-based rideshare and delivery companies to hire drivers as independent contractors if certain conditions were met. This week the California Court of Appeal mostly upheld the Proposition as constitutional.

Proposition 22 went into