More than 15 years after the California Supreme Court decided Hernandez v. Hillsides, Inc. (2009) 47 Cal.4th 272, it remains a foundational case on employee privacy rights. While the employer prevailed, the case clarified where the legal boundaries lie—and
This post is a little different from my usual employment law updates. Lately, I’ve been thinking a lot about college—not from a legal or employer perspective, but as a parent. My son is at the stage where he’s weighing his
This week’s Friday’s Five covers an important new court decision that offers clarity—and relief—for California employers navigating the state’s complex meal period rules.
In Bradsbery v. Vicar Operating, Inc., the California Court of Appeal confirmed that written, prospective meal
As we move deeper into 2025, it’s the perfect time for California employers to return to the fundamentals. With ever-evolving employment laws and aggressive enforcement—especially around wage and hour issues—getting the basics right can mean the difference between smooth operations
In the medical world, a fomite is an inanimate object—like a doorknob or keyboard—that can transmit infectious agents from one person to another. While not inherently harmful, fomites become dangerous when they carry viruses that infect new hosts.
This concept
The first 90 days of employment are more than just an adjustment period—they’re a critical window to engage new hires, reduce turnover, and avoid legal risks. For California employers, where employment laws are especially protective of workers, effective onboarding is
California employers must begin preparing now to meet the May 14, 2025 deadline for the state’s pay data reporting obligations. As mandated by California law, private employers with 100 or more employees and/or 100 or more workers hired through labor
California’s 2024 reform to the Private Attorneys General Act (PAGA) was intended to ease the burden on employers—but only for those who can demonstrate a real, documented effort to comply with wage and hour laws.
Under the revised law, employers
In 2025, my firm is seeing a noticeable uptick in enforcement actions by the California Employment Development Department (EDD), particularly around the classification of workers as independent contractors. While it’s purely speculative, this rise in audits and assessments could be
Employers in California should periodically review their employee documentation and record retention policies to ensure compliance with state laws. Below are five critical areas to audit as of 2025:
1. Are Employee Time Records Maintained for at Least Four Years?
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