Weiss v. The Permanente Med. Grp., Inc., 182 F.4th 1139 (9th Cir. 2026)
Permanente initially granted employee Mimi Weiss a religious exemption from its COVID-19 vaccine mandate, then requested supplemental information after learning that some employees had submitted insincere requests.
Comet Technologies USA, Inc. v. XP Power, LLC, 181 F.4th 988 (9th Cir. 2026)
Three senior engineers left Comet Technologies for competitor XP Power and allegedly misappropriated thousands of confidential files concerning Comet’s products, research strategy, and technology. Comet contended
Glick v. City of Los Angeles, 122 Cal. App. 5th 151 (2026)
Two male LAPD officers (Stephen Glick and Alfred Garcia) obtained a jury verdict for gender discrimination and retaliation after they were treated more harshly than their female partners
Smith v. Superior Court, 121 Cal. App. 5th 607 (2026)
Hundreds of current and former employees alleged racial harassment and discrimination at a single factory, including a companywide practice of ignoring complaints and conducting inadequate investigations. After a related class
Saberin v. Alation, Inc., 122 Cal. App. 5th 165 (2026)
Pejman Saberin who lived in Utah and worked remotely for a California-based software company sued the employer under California law after his employment was terminated following his arrest while he
A Connecticut judge has drawn a crisp line for the AI era: using artificial intelligence as an aid in preparing court filings is fine—provided the user checks its work. But hiding instructions designed to manipulate someone else’s AI will not
It’s that time of year again—the temperatures are high, summer vacations are winding down, and Sacramento has taken the minimum wage up another notch.
Beginning January 1, 2027, California’s statewide minimum wage will increase from $16.90 to $17.40 per hour.
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
