Defend My Biz

Defend My Biz Defend My Biz protects and defends California Employers and business owners from employee and labor related issues. Lawyers fighting for Employer Rights

09/04/2026

Un representante de ventas afirma que su empresa le debe miles de dólares en comisiones impagas. ¿Realmente se las debe?

En California, las disputas sobre comisiones pueden generar más que una simple responsabilidad contractual. Una vez que una comisión se ha ganado legalmente, generalmente se considera salario, lo que puede implicar las leyes de California sobre salarios y horas de trabajo.

En este video, DefendMyBiz explica cómo los empleadores pueden evaluar un reclamo por comisiones impagas y preparar su defensa basándose en el acuerdo de comisiones, el evento que determina cuándo se gana la comisión y los registros reales de nómina.

09/03/2026

Many employers are already using automated technology in recruiting without necessarily thinking of it as “AI.”

Resume screeners, applicant-ranking systems, assessment games, interview-analysis tools, and even certain scheduling technologies may fall within California's automated-decision-system rules when they're being used to help make employment decisions.

As discussed in this video, California's FEHA regulations define automated decision systems broadly. Employers should also understand that using a third-party recruiting or technology vendor doesn't necessarily eliminate the employer's potential responsibility for discriminatory outcomes.

Another important issue is adverse impact. A hiring tool doesn't necessarily need to ask an applicant about a protected characteristic to create legal exposure. A seemingly neutral factor may potentially operate as a proxy and disproportionately affect a protected group.

Employers should be particularly careful with certain pre-offer personality, psychological, and reaction-time assessments that could reveal disability-related information.

Practical takeaway for California employers: Inventory every automated tool touching your hiring process. Identify what decisions it influences, who operates it, what information it evaluates, whether meaningful human review exists, and what your vendor agreements require regarding compliance, bias testing, records, and system changes.

AI can make recruiting significantly more efficient—but automation can also allow one mistake to affect a much larger applicant pool.

09/01/2026

Many employers think workplace AI means employees using ChatGPT. But the bigger employment-law issue may already be hiding inside your recruiting, HR, and management systems.

If software scores resumes, ranks applicants, recommends candidates for interviews, or assists with promotion, discipline, or termination decisions, employers should understand how those tools are being used.

As discussed in this video, California's FEHA regulations addressing automated decision systems have applied since October 1, 2025. Employers may still face responsibility for discriminatory employment outcomes even when the technology was developed or operated by a third-party vendor.

Businesses should also consider the growing problem of “shadow AI,” managers and employees independently using AI tools that the company has never reviewed or approved.

A workplace AI policy should establish clear rules concerning approved tools, prohibited uses, sensitive employee and client information, meaningful human involvement in employment decisions, bias testing, record retention, and consequences for violations.

A practical first step: Inventory every AI tool currently being used by HR, recruiting, managers, and supervisors.

You can't create effective AI controls until you know where AI is actually being used in your business.

08/31/2026

如果员工声称您的企业未正确支付工资、加班费、用餐或休息时间补偿金，或者离职时应付的最终工资，会发生什么？

在本视频中，DefendMyBiz 将用通俗易懂的语言解析加州工资与工时索赔，并说明为什么看似很小的工资支付问题可能会演变成更大的争议。

我们将介绍：

• 什么是加州工资与工时索赔
• 常见的加班和未记录工时指控
• 用餐和休息时间相关索赔
• 工资单和最终工资支付问题
• 员工与独立承包商的错误分类
• 罚款及其他潜在责任如何不断累积
• DLSE/劳工专员索赔与民事诉讼的区别
• PAGA 相关风险
• 雇主哪些常见做法可能带来法律风险
• 雇主收到索赔后应保存哪些记录

08/29/2026

직원이 회사가 임금, 초과근무수당, 식사시간 또는 휴식시간 프리미엄, 최종 임금을 제대로 지급하지 않았다고 주장하면 어떻게 될까요?

이 영상에서 DefendMyBiz는 캘리포니아의 임금 및 근로시간 관련 청구를 이해하기 쉽게 설명하고, 사소해 보이는 급여 문제가 어떻게 훨씬 더 큰 분쟁으로 이어질 수 있는지 알아봅니다.

주요 내용:

• 캘리포니아 임금 및 근로시간 청구란 무엇인지
• 일반적인 초과근무 및 근무시간 미기록 관련 주장
• 식사시간 및 휴식시간 관련 청구
• 임금명세서 및 최종 급여 관련 문제
• 직원 및 독립계약자 오분류 문제
• 벌금 및 기타 잠재적 책임이 어떻게 누적될 수 있는지
• DLSE/노동위원회 청구와 민사소송의 차이
• PAGA 관련 잠재적 책임
• 고용주의 어떤 일반적인 관행이 법적 위험을 초래하는지
• 청구를 받은 후 고용주가 보존해야 할 기록

08/28/2026

¿Qué sucede cuando un empleado afirma que su empresa no pagó correctamente los salarios, las horas extras, las primas por períodos de comida o descanso, o el salario final?

En este video, DefendMyBiz explica en términos sencillos las reclamaciones de salarios y horas en California y por qué problemas de nómina aparentemente pequeños pueden convertirse en disputas mucho más grandes.

Cubrimos:

• Qué es una reclamación de salarios y horas en California
• Alegaciones comunes sobre horas extras y trabajo fuera del horario registrado
• Reclamaciones relacionadas con períodos de comida y descanso
• Problemas con los recibos de pago y el cheque de pago final
• Clasificación incorrecta de empleados y contratistas independientes
• Cómo pueden acumularse las sanciones y otras posibles responsabilidades
• Reclamaciones ante la DLSE/Comisionado Laboral frente a demandas civiles
• Exposición bajo PAGA
• Prácticas comunes de los empleadores que generan riesgos
• Qué registros deben conservar los empleadores después de recibir una reclamación

08/28/2026

For California hotel operators, the answer may depend on where each property is located and whether it falls within the applicable local ordinance.

This becomes particularly important for businesses operating multiple properties or employing workers who perform work across city lines. The applicable wage is generally tied to where the employee performs the work—not simply where the company's headquarters are located.

As discussed in this video, July 1 rates reported for certain covered hotel workers include:

• Los Angeles — $25/hour
• Santa Monica — $25/hour
• Glendale — $25/hour
• Long Beach — $26.50/hour
• West Hollywood — $20.87/hour
• Covered San Diego hotels — $19/hour
• Certain San Diego event centers — $21.06/hour

Employers should also look beyond the hourly wage. For example, Los Angeles employers that don't provide qualifying health benefits may have an additional hourly obligation, while Long Beach's Measure RW includes separate coverage and paid-sick-leave requirements.

Before processing payroll, hotel employers should map each worksite, determine applicable coverage thresholds, verify local wage requirements, update wage notices, and ensure payroll accurately tracks where employees perform their work.

Documenting when, how, and from what source each rate was verified can also be important if a wage dispute or PAGA claim later arises.

08/27/2026

An employer pays for onboarding, certifications, relocation expenses, or a sign-on bonus. Six months later, the employee leaves.

Can the employer simply demand repayment?

California AB 692 significantly changed that analysis beginning January 1, 2026.

The law generally restricts certain “stay-or-pay” provisions in new, renewed, or amended employment agreements, including provisions requiring repayment of certain training expenses or other debts triggered by the end of employment.

Employers should be especially cautious about assuming that every training expense qualifies for an exception. Internal certifications, safety courses, onboarding programs, and many non-degree training programs may not fall within the tuition exception discussed in the video.

Certain narrow statutory categories may receive different treatment, including qualifying sign-on or relocation payments and tuition involving an actual transferable degree.

Employers should also avoid attempting to recover a prohibited amount by simply deducting it from an employee's final paycheck. That can potentially create an additional wage-and-hour problem.

The potential consequences are significant: an affected worker may seek the greater of actual damages or $5,000, along with attorney's fees and injunctive relief.

Employer takeaway: Audit your offer letters, training repayment agreements, bonus provisions, and relocation documents now. Don't assume an agreement is enforceable simply because the employee signed it.

08/25/2026

Potentially, but employers should be careful about how that decision is made.

California's Fair Chance Act can require covered employers to follow a specific process before withdrawing a conditional offer based on an applicant's conviction history.

A major compliance risk is treating the background report as an automatic disqualifier or using a blanket policy such as, “We don't hire anyone with a felony.”

Instead, the employer may need to assess whether the conviction has a direct and adverse relationship to the actual duties of the position.

Before rescinding the offer, the required process may include:

• Conducting the appropriate assessment
• Sending a preliminary written notice
• Identifying the conviction at issue
• Providing required documentation
• Giving the applicant at least five business days to respond
• Considering evidence disputing the report, rehabilitation, or mitigating circumstances
• Providing a final written notice if the employer ultimately revokes the offer

Employers should also determine whether local requirements apply, particularly when hiring in jurisdictions such as Los Angeles.

The practical lesson: Don't make background-check rescissions an automatic HR function. Build a documented compliance process before the next report comes back.

08/24/2026

对于加州雇主来说，仅了解联邦法律还远远不够。

在本视频中，劳动雇佣辩护律师 John Fagerholm 将讲解《公平劳动标准法》(FLSA) 与加州工资和工时法律之间的关系，以及为什么同时了解这两方面的法律对于降低法律风险至关重要。

你将了解：
✅ FLSA 的适用范围
✅ 为什么加州法律通常为员工提供更全面的保护
✅ 加班规定方面的主要差异
✅ 豁免员工分类中常见的错误
✅ 工资核算设置如何引发合规问题
✅ 降低工资和工时法律风险的实用措施

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