Workplace Legal Employment Lawyers, A Professional Law Corporation

Workplace Legal Employment Lawyers, A Professional Law Corporation Workplace Legal represents large corporations, small businesses, startups, and high-level executives and professionals in complex employment law matters.

We represent high-level executives, professionals, and businesses of all types and sizes – from Fortune 500 companies to international airlines, law firms, medical groups, technology companies, multi-unit restaurant concepts, and startups – in complex labor, employment, and HR matters.

California Employers Must Now Give “Know Your Rights” Notice to All EmployeesEffective February 1, 2026, all California ...
02/10/2026

California Employers Must Now Give “Know Your Rights” Notice to All Employees

Effective February 1, 2026, all California employers are required to provide employees and new hires with a “stand-alone written notice” of key workplace rights. This new requirement is the result of SB 294, also known as the “Workplace Know Your Rights Act,” which we previously blogged about here. This new notice must be given to all new hires and all existing employees by February 1 of every year and must explain workers’ rights related to retaliation, workers’ compensation, protections against unfair immigration-related practices, the right to organize or act together with co-workers, and interactions with law enforcement at the workplace....

Effective February 1, 2026, all California employers must provide a written "Know Your Rights" notice to all employees.

California Employers Brace for New Employment Laws in 2026As the holidays approach, California employers should start pr...
12/04/2025

California Employers Brace for New Employment Laws in 2026

As the holidays approach, California employers should start preparing for a slew of new employment laws that become effective on January 1, 2026 or shortly thereafter. These include: AB 692 – Most Stay-or-Pay Agreements Are Now Illegal As we blogged about here, after January 1, 2026, most stay-or-pay agreements signed will be illegal in California. A “stay-or-pay” agreement requires an employee to pay the employer, a training provider, or a debt collector a fee, penalty, or other sum if the employee terminates their employment before completing some pre-set minimum term of employment....

On January 1, 2026, employers in California will need to comply with a host of new employment laws on topics from paid leave to pay equity.

When an employer fails to pay an employee at least the minimum wage for all hours worked, current California law allows ...
09/24/2025

When an employer fails to pay an employee at least the minimum wage for all hours worked, current California law allows the employee to sue the employer and collect the minimum wages owed plus an additional amount known as “liquidated damages” equal to the amount of minimum wages owed. In essence, the prospect of a liquidated damages award doubles the employer’s liability for any failure to pay minimum wage....

In Iloff v. LaPaille, the California Supreme Court clarified what an employer must show to avoid liquidated damages liability.

A new decision from the California Court of Appeals in Bradsbery v. Vicar Operating, Inc. confirms that an employee can ...
07/07/2025

A new decision from the California Court of Appeals in Bradsbery v. Vicar Operating, Inc. confirms that an employee can prospectively waive a future meal period for a shift that does not exceed 6 hours so long as the prospective waiver is in writing, uncoerced, and revocable. Under California law, non-exempt employees must receive a 30-minute off-duty meal period after 5 hours of work (and a second meal period after 10 hours of work)....

In Bradsbery v. Vicar Operating, the Court ruled that prospective meal period waivers are enforceable if they are uncoerced and revocable.

Fast Company recently published an article about how advancements in AI are making one-on-one meetings irrelevant. For ...
06/20/2025

Fast Company recently published an article about how advancements in AI are making one-on-one meetings irrelevant. For decades, the one-on-one meeting has been essential in the world of management serving as a touchpoint meant to build trust, boost engagement, and coach performance. However, in today’s AI-enhanced and hybrid work environment, the one-on-one is starting to feel more like a drain on productivity than a leadership tool....

A recent article in Fast Company magazine argues that advancements in AI are making traditional one-on-one meetings irrelevant.

We are thrilled to announce that Senior Counsel Allison Ziegler joined the firm today! Ms. Ziegler will work out of our ...
06/16/2025

We are thrilled to announce that Senior Counsel Allison Ziegler joined the firm today! Ms. Ziegler will work out of our San Francisco and New York City offices....

We are thrilled to announce that Senior Counsel Allison Ziegler joined the firm today! Ms. Ziegler will work out of our San Francisco and New York City offices.

Yesterday, the U.S. Supreme Court unanimously held in Ames v. Ohio Dept. of Youth Services that white, heterosexual, and...
06/09/2025

Yesterday, the U.S. Supreme Court unanimously held in Ames v. Ohio Dept. of Youth Services that white, heterosexual, and other "majority group" employees are not required to meet a heightened standard in order to prove illegal employment discrimination. This decision puts majority group plaintiffs on the same legal footing as black, gay, and other minority plaintiffs when trying to prove illegal workplace discrimination....

In Ames v. Ohio Dept. of Youth Services, the Supreme Court rejected the "background circumstances" test in reverse discrimination cases.

A California federal court in Lacey v. State Farm recently issued a dramatic example of the consequences to lawyers and ...
06/05/2025

A California federal court in Lacey v. State Farm recently issued a dramatic example of the consequences to lawyers and their clients of trusting artificial intelligence. In what the court described as a “collective debacle,” a large team of high-profile attorneys submitted a brief with faulty – hallucinatory – AI legal research, with damaging effects on their client’s ability to prove her case....

A California federal court discovered fake, AI-generated cases and citations in a law firm's brief and sanctioned the firm $31,000.

On February 14, 2025, Governor Kathy Hochul signed Senate Bill S740, a new law that amends several provisions of the NY ...
03/31/2025

On February 14, 2025, Governor Kathy Hochul signed Senate Bill S740, a new law that amends several provisions of the NY Retail Worker Safety Act by: - Extending the deadline by which covered retail employers (those with at least 10 employees) must provide workplace violence prevention policies, training, and notices from March 4, 2025 to June 2, 2025. - Changing the workplace violence training requirement for retail employers with fewer than 50 employees from at-hire training and annual training thereafter to at-hire training and every-other-year thereafter....

On February 14, 2025, Governor Kathy Hochul signed Senate Bill S740 which amends several provisions of the NY Retail Worker Safety Act.

In a recent ruling, the California Court of Appeals in Rodriguez v. Packers Sanitation Service, Ltd. allowed an employee...
03/31/2025

In a recent ruling, the California Court of Appeals in Rodriguez v. Packers Sanitation Service, Ltd. allowed an employee who had signed a mandatory employment agreement to avoid having to arbitrate his PAGA claim. The Court’s reasoning was that, by pleading his PAGA claim as a representative claim only – meaning, the employee’s lawsuit sought no PAGA penalties for himself but only for other “aggrieved employees” as a representative of the State of California – the employee’s lawsuit no longer contained an arbitrable claim. ...

On December 30, 2024, a California court allowed an employee who had signed an arbitration agreement to avoid arbitration of his PAGA claim.

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