California court holds sexual orientation harassment may qualify as sexual harassment under FEHA, allowing employees to avoid arbitration under the EFAA.
The PAGA Rebalance: Reducing Risk and Rewarding Compliance
In Taduran v. Glidewell, the Fourth District Court of Appeal confirmed that proportionality, actual harm, employer good faith, and prompt remediation remain powerful factors in limiting both PAGA penalties and attorney’s fee exposure.
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Houston, We Have a Covenant: Non-Compete Clauses in the Space Industry
Explore how state non-compete laws affect space industry employers and employees after the FTC abandoned its nationwide ban.
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How California’s Assembly Bill 2155 Stands to Impact Arbitration Agreements in the State
California AB 2155 amends the California Arbitration Act, limiting enforcement of arbitration agreements excluded under federal law.
California Appellate Court Clarifies Standard for Knowledge of Employee’s Disability
In Husband v. Target Corp., a California appellate court held that FEHA disability liability does not arise where an employer lacked actual or imputed knowledge of an employee’s disability at the time of termination, offering useful guidance for California employers on accommodation obligations.
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Hollywood Production Dispute Highlights Reach of FEHA Retaliation Protections
The court examined claims brought by Blake Lively arising from the production of It Ends With Us, addressing the application of California law to alleged retaliation.
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California Courts Chart Their Own Course on Ministerial Exception in Wage and Hour Cases
Recent California appellate decisions are reshaping how religious organizations may need to think about wage and hour exposure.
California Employers Face March 30, 2026, Deadline to Offer Emergency Contact Designation
By March 30, 2026, California employers are required to notify existing employees of the opportunity to identify an emergency contact and to allow employees to designate whether the contact should receive notification if the employee is arrested or detained at the jobsite, during work hours, or offsite while performing their job duties, and the employer has “actual knowledge of the arrest or detention of the employee.”
Labor Policy Pendulum Swings Again: New Federal Rules Reshape Joint-Employer and Independent Contractor Standards
Some employers that rely on staffing arrangements, franchise relationships, or independent contractors may see meaningful shifts in federal labor policy because of a pair of federal agency rulemaking announcements released in February 2026.
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Ninth Circuit Warns California Employers Implementing Arbitration Agreements Mid-Litigation
On Jan. 28, 2026, the Ninth Circuit Court of Appeals in Avery v. TEKsystems, Inc. affirmed a district court order refusing to enforce an arbitration agreement rolled out during class litigation.
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