Articles Discussing General Workplace Issues in California.

On August 15, 2024, the California Supreme Court issued a momentous unanimous decision in Stone v. Alameda Health System (“Stone”), concluding that public employers are exempt from various Labor Code provisions and PAGA penalties.

Stone’s Procedural History

The former employee-plaintiffs in Stone worked at a hospital operated by Alameda Health System (AHS). AHS had been authorized by the county Board of Supervisors and Legislature to operate as a separate public agency, strictly and exclusively dedicated to managing the county’s public health facilities.

The California Supreme Court recently upheld Proposition 22, which permits app-based drivers to be classified as independent contractors and not employees. This development is important for other industries as well.

Join Jackson Lewis P.C. attorneys in reviewing critical mid-year updates to California employment law. We will provide overviews of key case rulings, legislation passed thus far in 2024 and what pending legislation California employers should be watching for this legislative season. This program will benefit HR professionals, risk managers, in-house counsel and insurance professionals.

Background: The Federal Trade Commission (FTC) issued an extremely broad Final Rule banning most non-competes. As expected, there have been multiple court challenges to the Final Rule, but, to date, no court has issued a nationwide injunction preventing the Final Rule from going into effect, as scheduled, on September 4, 2024. Judge Ada Brown of the Northern District of Texas has indicated, however, that she intends to issue a decision on the merits on or before August 30, 2024. 

The hospitality industry is important to California’s economy and provides significant employment across the state. Due to the large workforce within the hospitality sector, many cities across the state have implemented employment regulations for the industry. Here are some of the ordinances employers need to know.

Hotel Minimum Wage Ordinances

California courts, like most federal courts, have historically held that a party does not waive its contractual right to compel arbitration unless the party opposing arbitration has been prejudiced by the moving party’s delay in seeking arbitration.  However, last term in Morgan v. Sundance, Inc., the U.S. Supreme Court clarified

CDF Partners Leigh A. White and Marianne C. Koepf will present an insightful webinar on one of the fastest-growing areas of litigation in California: disability discrimination and reasonable accommodation. With the ever-increasing number of requests for accommodation and disability-related claims by employees, California employers are facing unprecedented challenges in balancing compliance with effective business operations.

Webinar Overview

Disability discrimination is a complex and critical issue that demands careful attention from employers. It’s essential for businesses to stay informed and proactive. This webinar will provide a comprehensive guide to understanding and complying with the latest disability laws in California, ensuring your business is protected from litigation while fostering an inclusive workplace.

Key Takeaways

-An overview of the current disability discrimination landscape in California
-Common challenges faced by employers and practical solutions
-Step-by-step guidance on compliance with disability laws and accommodation requirements
-Strategies to integrate compliance into your business operations without compromising efficiency
-Best practices to avoid litigation and promote a fair, inclusive workplace

Register today to reserve your spot. This webinar will help you stay ahead of the curve by gaining a deeper understanding of disability discrimination laws and how to legally comply with accommodations requests.

On July 25, 2024, the Supreme Court of California upheld a state law permitting ride-sharing apps to continue classifying their drivers as independent contractors, rather than employees. The ruling is likely to have a significant impact on the gig economy in the state, preserving the ability of applicable rideshare and

A California appellate court recently denied a motion to compel arbitration, finding the agreement unconscionable in part because it (1) applied to all claims rather than just those arising from employment, (2) was unlimited in duration, and (3) lacked mutuality by requiring the employee to arbitrate claims against the employer’s

Castellanos v. State of California centered on the constitutionality of 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. 

In its recent decision, the California Supreme Court upheld the constitutionality of Proposition

On July 15, 2024, the Supreme Court of California issued a decision that could provide courts in the state with significant discretion to refuse to enforce employment arbitration agreements even if only one term is determined to be unlawful. The court’s opinion also raises doubts about the effectiveness of severability

After years of litigation, the California Supreme Court upheld Proposition 22, a voter-approved law allowing app-based drivers to work as independent contractors. The Court rejected a challenge by a group of labor unions, which argued that the law violated the state constitution. The Court’s decision means that the status quo

In June, the California Occupational Safety and Health Standards Board – unanimously adopted a new standard for Heat Illness Prevention in Indoor Places of Employment. The standard applies to all indoor work areas where the temperature equals or exceeds 82 degrees Fahrenheit.

At the time of its passage, it was unclear when

Beginning in June 2024, California businesses with between 1 and 100 employees may qualify to receive grants of up to $2,000 for each employee who is off work for a reason covered by California’s Paid Family Leave (“PFL”) program. The intent of the PFL Small Business Grant program is to help small businesses offset some of the expenses they incur while complying with their PFL obligations.