Do you have questions about California’s Private Attorneys’ General Act (PAGA)?
Our Los Angeles partner, Steven P. Gallagher, is so knowledgeable that LexisNexis recently tapped him to write a Practical Guidance on the subject. In the article, Steven essentially gives
The U.S. Equal Employment Opportunity Commission (EEOC) continues its focus on challenging employment leave policies as discriminatory under the Americans with Disabilities Act (ADA).
The “Voluntary Resignation” Policy
On September 13, 2024, the EEOC filed a complaint in the Eastern
Some low hanging fruit for the plaintiffs’ bar is an employer who simply doesn’t pay the right wage rate. That happens more often than you think, especially in states like California where so many cities have their own minimum wages.
The comprehensive reform of California’s Private Attorneys General Act is now the law. The PAGA reform (AB 2288 and SB 92) was a result of an agreement approved by Governor Newsom that removed the vote on the repeal of PAGA
On April 23, 2024, the United States Department of Labor released a final rule raising the salary threshold for “white collar” workers—i.e., executives, professionals, and administrative personnel. While we expect there will be legal challenges to this rule, if it
The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that Scripps Medical Group (Scripps) has agreed to pay $6.875 Million to settle an age/disability discrimination charge that had been filed with the EEOC. According to the EEOC, Scripps “subjected a
In recent months, the U.S. Equal Opportunity Employment Commission (EEOC) has intensified its scrutiny of employer qualification standards under the Americans with Disabilities Act (ADA). This trend follows the EEOC’s identification of this area as an “emerging or developing” issue
EEOC makes no secret as to the policies and practices most likely to trigger systemic action. Indeed, since 2012, EEOC has issued official Strategic Enforcement Plans as a framework for focusing its efforts on areas that EEOC considers most critical.
In a boon for employers with exempt employees, the Third Circuit held earlier this year as an issue of first impression that paid time off (PTO) is not part of an exempt employee’s salary under the federal Fair Labor
