California’s hostility to non-compete agreements is well known among employers and employees. But now, with Governor Newsom signing AB 692, California has gone even further – now banning most “stay-or-pay” agreements that are signed on or after January 1, 2026. A “stay-or-pay” agreement requires an employee to pay the…
Governor Newsom formally concluded the 2024 legislative session by signing into law several new bills that greatly expand employee rights in California starting on January 1, 2025. Between now and then, California employers should review their existing policies to ensure compliance with these laws in the new year….
California’s Private Attorneys General Act (“PAGA”) deputizes any employee who has experienced a violation of virtually any state employment law to sue to recover penalties arising out of violations he or she experienced – plus penalties arising out of violations committed against every one of his or her…
Earlier today, for the first time in over 25 years, the federal Equal Employment Opportunity Commission (EEOC) updated its enforcement guidance on unlawful workplace harassment. Though not legally binding, this new guidance makes clear how the EEOC will enforce federal anti-harassment laws under the current administration. The…
In a major victory for whistleblowers, the U.S. Supreme Court recently ruled in favor of Trevor Murray, a former UBS employee who was fired after reporting what he believed to be illegal activity. The U.S. Supreme Court’s decision in Murray v. UBS expands protections for whistleblowers under the Sarbanes-Oxley…
The popularity and accessibility of artificial intelligence (“AI”) tools, such as ChatGPT and Bard, have grown exponentially this year. However, the careless use of these tools in legal settings can lead to embarrassment and even sanctions. To test how reliable AI is for even basic legal research, we…
Today’s New York Times contains an excellent article on the increasing use of so-called “stay or pay” clauses in employment agreements. Once an employee signs a contract with a “stay or pay” clause, if that employee quits before X months/years (each contract is different), the employee will have…
The U.S. Supreme Court recently ruled, in Groff v. DeJoy, that employers have a heightened duty to accommodate their employees’ religious practices.
The I-9 “temporary flexibilities” that were born out of the COVID emergency expire today. Employers now have 30 days from today — or until August 30, 2023 — to get all of their I-9 forms into compliance for those employees (a) who were hired after March 2020, and…
California’s Healthy Workplaces, Healthy Families Act (known as the “Paid Sick Leave Law” or “PSLL”) requires employers to provide employees, with a few narrow exceptions, three days of paid sick leave each year. The PSLL does not give employees a private right of action, meaning that employees can’t…