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.

HR: An Asset or a Liability?HR has become something of a punching bag lately. Bolt CEO Ryan Breslow made headlines last...
06/02/2026

HR: An Asset or a Liability?

HR has become something of a punching bag lately. Bolt CEO Ryan Breslow made headlines last month when he told a workforce conference that his HR team was "creating problems that didn't exist" and that those problems disappeared once he let them go. The comment went viral, and a lot of executives quietly nodded along in agreement. In Kruitbosch v....

Many executives think HR is the problem, not the solution. Bolt CEO and Co-Founder Ryan Breslow said that out loud, and the internet exploded.

Tech Companies to Employees: Playtime’s Over!Here in the Bay Area, with Big Tech aggressively competing for the world’s ...
05/14/2026

Tech Companies to Employees: Playtime’s Over!

Here in the Bay Area, with Big Tech aggressively competing for the world’s best and brightest, employees have for years enjoyed extraordinary benefits – free chef-made meals in the company cafeteria, on-tap beer and prosecco, commuter buses, pet insurance, surrogacy benefits, ping pong tables, gym memberships, laundry services, and even on-site nap pods, chiropractors, and acupuncturists…...

U.S. employers are scaling back on employee benefits as a result of economic uncertainty, global wars, and the need for cash to invest in AI.

Ninth Circuit Clarifies Employers’ Obligation to Accommodate Religious Objections to Vaccines The recent hantavirus outb...
05/13/2026

Ninth Circuit Clarifies Employers’ Obligation to Accommodate Religious Objections to Vaccines

The recent hantavirus outbreak linked to an international cruise ship has once again put infectious disease risk, and mandates aimed at mitigating that risk, in the public spotlight. While health officials emphasize that the risk to the general public remains extremely low, the outbreak has triggered a familiar legal question: how far must an employer go to accommodate workers’ religious beliefs and practices with respect to public health measures? ...

In Williams v. Legacy Health, the Ninth Circuit clarified how far employers must go to accommodate employees' religious beliefs.

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.

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