With the festive season upon us, California employers can look forward to hanging lights, holiday cheer, and, of course, the new employment laws and compliance challenges taking effect in the New Year. Instead of interrupting your favorite holiday tradition to trek through California’s new legislation (likely without appropriate cold-weather clothing in true California fashion), this GT Alert summarizes some key changes employers should consider before toasting to the New Year.

Continue reading the full GT Alert.

Tags: california, California Labor & Employmet, california legislation, GT Insight, Labor & Employment
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Photo of Vanessa C. Krumbein Vanessa C. Krumbein

Vanessa C. Krumbein focuses her practice on providing compliance-related and strategic advice to corporate clients of all sizes on all aspects of employment law. Vanessa is a go-to point of contact for advice on a wide range of workplace issues, including employee performance

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Vanessa C. Krumbein focuses her practice on providing compliance-related and strategic advice to corporate clients of all sizes on all aspects of employment law. Vanessa is a go-to point of contact for advice on a wide range of workplace issues, including employee performance and discipline, mitigating risk associated with employee terminations, compliance with wage and hour and disability accommodation laws, reorganizations and reductions in force, pay transparency, background checks, paid time off issues, workplace complaints, and a variety of other employment matters. Vanessa also works closely with clients to draft and implement employee handbooks and other personnel policies with the goal of making them easy to understand by employees, provides training on maintaining discrimination and harassment-free workplaces, and conducts investigations to address employee complaints of unfair treatment. Vanessa also has experience working on employment issues unique to clients in the media and entertainment sector.

Vanessa is also a go-to source for creating employment documents of all types (such as employment and independent contractor agreements, arbitration agreements, non-competes, confidential information, and IP protection agreements, commission and bonus agreements, and severance packages), and is regularly engaged to conduct audits of workplace wage and hour practices. Vanessa also handles employment-related issues and diligence in M&A transactions and counsels on post-merger employee integration matters. Vanessa regularly partners with clients and colleagues across the globe.

Vanessa has a considerable litigation background which gives her a unique perspective when counseling clients on employment best practices. Vanessa has experience litigating class actions, single-plaintiff, and multi-party civil cases, representing employers in state and federal court on a wide range of labor and employment matters, including, for example, claims of discrimination, retaliation, harassment, wrongful termination, violations of privacy, violations of leave laws, wage and hour disputes, and in responding to and negotiating resolution of charges filed with administrative agencies.

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Photo of Kevin T. May Kevin T. May

Kevin T. May represents public and private employers of all sizes through all stages of the employment litigation process. He represents clients in putative class action, single, and multiplaintiff lawsuits arising out of allegations related to misclassification, failure to pay wages and bonuses,

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Kevin T. May represents public and private employers of all sizes through all stages of the employment litigation process. He represents clients in putative class action, single, and multiplaintiff lawsuits arising out of allegations related to misclassification, failure to pay wages and bonuses, meal and rest period violations, off-the-clock work, discrimination, wrongful termination, retaliation, and misappropriation of trade secrets.

Kevin proactively counsels clients on a range of employment laws including as California’s Labor Code, the Americans with Disabilities Act (ADA), the Fair Labor Standards Act (FLSA), the Family Medical Leave Act (FMLA), Title VII of the Civil Rights Act, the California Family Rights Act (CFRA), the Fair Employment and Housing Act (FEHA), and the Private Attorneys General Act (PAGA). In addition to developing compliance policies and state-specific employee handbooks around these laws, Kevin also defends clients against claims of violation in state and federal courts and administrative agencies.

Kevin also counsels startups, Fortune 500 companies, and high-net-worth individuals on their national and state-specific employment needs, including COVID-19 issues. He utilizes his familiarity with the nuances of California’s labor laws to counsel clients looking to open-up new offices in the state while accounting for compliance.

In addition, Kevin has deep experience with trust and estate litigation, trust administration, probate, and conservatorship and guardianship proceedings.

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