When we last checked in on the Hollywood drama playing out in Lively v. Wayfarer Studios LLC, a federal court had permitted Blake Lively’s California Fair Employment and Housing Act retaliation claim to proceed, and the case was headed
You might think that California employers who seek nothing more than enforcement of a perfectly reasonable arbitration agreement might finally be able to stop looking over their shoulders, but that is simply not going to happen anytime soon. It seems
Ever since the enactment of the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (“EFAA”) in 2022, the plaintiffs’ bar has made it Job One to insert often implausible claims of sexual harassment into all manner of
It’s that time of year again – when California’s cities and counties ratchet up the minimum wage! Effective July 1, 2026, several jurisdictions increased their local minimum wage rates by approximately 1.6% to as much as 3.7%. Each of the
The Equal Employment Opportunity Commission (EEOC) has taken a significant step toward dismantling one of the federal government’s longest standing employment reporting requirements.
On July 21, 2026, the EEOC voted 2-1 to issue a Notice of Proposed Rulemaking (NPRM) that
We invite you to review our newly-posted, July 2026 California Employment Law Notes, a comprehensive review of the latest and most significant developments in California employment law. The highlights include:
Cortina v. North Am. Title Co., 2026 WL 1506576 (Cal. Ct. App. 2026)
In this 137-page opinion, which the Court of Appeal noted involves an even more “rare and beastly case” than Duran v. U.S. Bank Nat’l Ass’n, 59 Cal.
Cocom v. ABM Aviation, Inc., 2026 WL 1793637 (9th Cir. 2026)
In this putative wage and hour class action, the district court denied the employer’s motion to compel arbitration after concluding it was procedurally and substantively unconscionable based on the analysis
Quinteros v. Harbor Distrib., LLC, 2026 WL 1693424 (Cal. Ct. App. 2026)
Here we go again. The lawyers representing the plaintiffs in this putative wage and hour class action were responsible for “evident misuse of generative artificial intelligence (AI) in
Brown v. Alaska Airlines, Inc., 2026 WL 1813213 (9th Cir. 2026)
Former Alaska Airlines flight attendants Marli Brown and Lacey Smith sued their former employer for religious discrimination under Title VII and state anti-discrimination laws. The airline allegedly terminated their
