By Cristen Hintze and Joshua A. Rodine
Seyfarth Synopsis: The California Supreme Court ruled that an isolated, one-time, use of a racial slur may be so severe—when viewed in relation to the totality of the circumstances—as to alter the conditions of employment, thereby creating an unlawfully hostile work environment. Twanda Bailey v. San Francisco District Attorney’s Office.
The Facts
Continue Reading Single Use of Racial Slur May Constitute Harassment
By Jennifer L. Mora and Elliot Fink
Seyfarth Synopsis: It is not often that the government has the opportunity to regulate and oversee an entirely brand new market; and, in the case of California, when it legalized recreational cannabis for adult-use, it decided to mandate involvement of labor unions in the state’s emerging cannabis industry, through implementation of a Labor
Continue Reading Purple Haze: LPA Mandate Poised to Continue Causing Confusion and Chaos for California Cannabis Licensees
By Clara L. Rademacher and Joshua A. Rodine
Seyfarth Synopsis: The California Supreme Court reaffirmed that arbitration agreements are on equal footing with other types of contracts. Therefore, a court should apply the same principles that apply to other contracts to determine whether the party seeking to enforce an arbitration agreement has waived its right to do so. Quach
Continue Reading Standard Contract Waiver Analysis Applies to Arbitration AgreementsBy Jennifer L. Mora and Pamela Q. Devata
Seyfarth Synopsis: Effective September 3, 2024, employers with locations or employees (including remote workers) in the unincorporated areas of Los Angeles County (ULAC) will be subject to a new Fair Chance Ordinance. To say that the new requirements are challenging is an understatement. For this reason, employers that ask about or use
Continue Reading Employers Face Onerous Compliance Obligations Under the New Los Angeles County Fair Chance Ordinance
By Patrick D. Joyce, Ilana Morady, and Daniel R. Birnbaum
Seyfarth Synopsis: On July 24, 2024, Cal/OSHA’s indoor heat rule was approved by the Office of Administrative Law (OAL) and filed with the Secretary of State (SOS), rendering the rule effective immediately.
If you’ve been following our postings, you know that last month the Cal/OSHA Standards Board voted
Continue Reading Hot Fun in the Summertime: Cal/OSHA Indoor Heat Rule Effective Immediately
By Patrick D. Joyce, Ilana Morady, and Daniel R. Birnbaum
Seyfarth Synopsis: On July 24, 2024, Cal/OSHA’s indoor heat rule was approved by the Office of Administrative Law (OAL) and filed with the Secretary of State (SOS), rendering the rule effective immediately.
If you’ve been following our postings, you know that last month the Cal/OSHA Standards Board voted
Continue Reading Hot Fun in the Summertime: Cal/OSHA Indoor Heat Rule Effective Immediately
By Jacob Roes, Patrick Joyce, Ilana Morady, and Adam Young
Seyfarth Synopsis: The Cal/OSHA Standards Board unanimously voted to approve Cal/OSHA’s indoor heat rule at the June 20, 2024 Standards Board meeting. Employers should be prepared to comply within the next 30-60 days.
Originally expected to be approved at the Standards Board’s March 21
Continue Reading The Heat is On: Cal/OSHA Indoor Heat Illness Standard Gains Unanimous Approval
By Scott P. Mallery, Ari Hersher, and Clara Rademacher
Seyfarth Synopsis: California lawmakers have introduced legislation that would give employees the right to ignore communications from their employers that are received outside the contours of their “working hours,” which must first be agreed upon, in writing.
If signed into law, AB 2751 would add a section to
Continue Reading California Considers Cutting the Cord with Right to Disconnect Legislation
By Janine E. Raduechel and Joshua A. Rodine
Seyfarth Synopsis: The California Supreme Court concluded that the “good faith” defense applies to claims seeking to impose penalties under California Labor Code section 226. An employee must show that an employer’s failure to comply with section 226(a) was both knowing and intentional in order to establish an entitlement to penalties. Naranjo
Continue Reading Good Faith Defense Applies To Wage Statement Penalty ClaimsApr. 17, 2024 – As most California employers are now aware, a new workplace violence law (SB 553) requires essentially all CA employers to develop and implement written Workplace Violence Prevention Plans and training by July 1, 2024. The new requirements will be enforced by Cal/OSHA.
Cost – There is no cost to attend, but registration is
Continue Reading WEBINAR – New Workplace Violence Prevention Program Requirements in California