Ratha v. Rubicon Resources, LLC, 168 F.4th 541 (9th Cir. 2026) (en banc)
Plaintiffs are villagers from rural Cambodia who allegedly were forced to work at seafood factories in Thailand and who alleged that Rubicon marketed in the United States
Parsonage v. Wal-Mart Assocs., Inc., 118 Cal. App. 5th 399 (2026)
Before beginning employment with Wal-Mart, Tina Parsonage executed a “Background Report Disclosure” form that authorized Wal-Mart to conduct a background check on her. Three years later, Parsonage sued Wal-Mart
De Paolo v. Rosales, 118 Cal. App. 5th Supp. 1 (2026)
John R. De Paolo is the owner and trustee of the real property for which Jenny Rosales was the property manager/tenant. After De Paolo terminated Rosales’s employment, he served
Sorokunov v. NetApp, Inc., 2026 WL 590943 (Cal. Ct. App. 2026)
Alexander Sorokunov sued NetApp for various Labor Code violations, including PAGA. NetApp filed a petition to compel arbitration of Sorokunov’s individual claims, which the trial court granted. After the
Avery v. TEKsystems, Inc., 165 F.4th 1219 (9th Cir. 2026)
More than 22 months after the commencement of a putative class action alleging various wage and hour law violations, TEK rolled out a new, mandatory arbitration agreement that automatically applied
Fuentes v. Empire Nissan, Inc., 19 Cal. 5th 93 (2026)
When applying to work at Empire Nissan, Evangelina Yanez Fuentes was given an employment application packet that included an arbitration agreement that was written in a very small font with
California—where the sun shines, the waves crash, and juries keep dishing out verdicts so large they should come with their own seismic scale. Since our Special Halloween Edition on California’s “scariest” employment law verdicts, the trend toward “nuclear” and even
For the first time, the California Labor and Workforce Development Agency (“LWDA”) has proposed regulations concerning the administrative processes and review requirements of Labor Code Private Attorneys General Act of 2004 (“PAGA”).
Key Provisions
The proposed regulations, if finalized as
In an anticipated move, the National Labor Relations Board (the “NLRB”) formally reinstated its 2020 rule that controls when an employer is deemed a joint employer under the labor law. This rulemaking does not change the standard that the NLRB
Despite the simple and catchy sound-bites, the “no tax on tips” and “no tax on overtime” opportunities under the One Big Beautiful Bill Act (the “OBBBA”) have limits and require administration by both employers and employees. Most significantly, the tax
