Java Law, P.C.

Dynamic law firm specializing in employment law and family office corporate representation

07/29/2026

Applied for a job in California lately? There is a good chance software read your resume before a person did.

Since October 1, 2025, California’s rules on automated employment decisions have been in effect. The short version: it does not matter whether a person or a system made the call. The same anti-discrimination rules apply either way.

What the rules reach is broader than most people expect. Resume filters, yes, but also timed games, personality and aptitude tests, video interviews scored for word choice or facial expression, and job ads aimed at particular groups.
A few things worth knowing:

Employers now have to keep employment records for four years instead of two, and the rules specifically name the data behind automated decisions.

A company generally does not have to tell you that software was involved. A bill that would have required notice was vetoed in October 2025, and that veto was sustained in March 2026.

Using these tools is not itself unlawful. The question is whether a particular tool, as actually used, disadvantaged someone because of a protected characteristic.

If you are job hunting, keep your own file: the posting, the assessments you were asked to complete, the names of the platforms, and the correspondence.

Full breakdown at the link in bio.

General information about California law. Not legal advice.

07/17/2026

Can a signed arbitration agreement still force a California employee’s case into private arbitration when the case includes sexual harassment?

In Decloedt v. Radnet Management, the California Court of Appeal affirmed an order denying arbitration. The employee alleged harassment based on sexual orientation, and the court held that this can qualify as sexual harassment under FEHA for purposes of the EFAA analysis.

The practical point for employees is straightforward: do not assume the agreement ends the discussion. The claims pleaded, the timing of the agreement, and the workplace record may affect whether the case must proceed in arbitration.

Keep the agreement, onboarding documents, HR complaints, messages, witness names, personnel records, and any arbitration demand letter. Those records can help counsel evaluate the available arguments.

Read the full July 13 blog post on javalawfirm.com.

General information only. Not legal advice. Contacting the firm does not by itself create an attorney-client relationship.

07/14/2026

July 1st brought new minimum wage rates to several Los Angeles-area cities.

Understanding which rate applies is important for both employees and employers, especially when work is performed across different jurisdictions or in industries with special wage requirements. Reviewing payroll now can help avoid costly mistakes and ensure compliance.

Read the full update: javalawfirm.com/la-minimum-wage-increases-july-1-2026/

This post is for general informational purposes only and does not constitute legal advice.

07/09/2026

Regular rate of pay can be more than a worker’s base hourly rate.

For California employees, that can matter when overtime, meal and rest break premiums, paid sick leave, or
other wage rules apply.

Bonuses, commissions, shift differentials, service charges, incentive pay, and multiple rates in the same workweek may change the math.

If the regular rate is too low, the paycheck may be too low.

Workers should save wage statements, time records, bonus or commission plans, service-charge records, and
any payroll explanation showing how extra pay was calculated.

Java & Jebreil reviews California wage-and-hour disputes, including overtime, break premiums, paid sick leave, and wage-statement issues.

General information only. Not legal advice. Contacting the firm does not by itself create an attorney-client
relationship.

07/01/2026

Courts should not send employment claims to arbitration without first deciding the legal basis for doing so.

In a new published Ninth Circuit opinion, a former UPS seasonal driver challenged an arbitration order in a wage-and-hour case. The court granted mandamus because the district court had not decided whether the Federal Arbitration Act or California law supplied the authority to compel arbitration.

For California employees, the takeaway is procedural but important: arbitration issues can turn on the agreement, the claims, the worker’s duties, and the law that applies.

Save the arbitration agreement, onboarding documents, opt-out records, schedules, pay records, job-duty records, and messages about wage, discrimination, harassment, retaliation, or termination issues.

General information only. Not legal advice. Contacting the firm does not by itself create an attorney-client relationship.

06/25/2026

California workers have a new rights notice to watch for in 2026.

Employers must provide a stand-alone annual workplace rights notice covering key topics such as retaliation, workers’ compensation, immigration-related workplace protections, organizing with co-workers, law-enforcement interactions at work, and emergency-contact rights.

If you received the notice, save a copy. If you did not receive it, or if you were punished after raising concerns about pay, hours, safety, discrimination, harassment, or other workplace rights, the facts may matter.

Questions about your workplace rights? Contact Java & Jebreil.

General information only. Not legal advice. Contacting the firm does not by itself create an attorney-client relationship.

02/13/2026

Wage theft isn’t always obvious. In California, employees are often denied wages through misclassification, missed breaks, unpaid off-the-clock work, and illegal deductions—sometimes without realizing it.

If any of these situations sound familiar, you may be entitled to back pay and penalties under California law.

📩 Contact us to learn more about your rights.

02/02/2026

🚨 Speaking Up Is Protected 🚨

In Contreras v. Green Thumb Produce, Inc., the court held that employees are protected from retaliation when they report conduct they reasonably believe violates the law—even if that belief later proves incorrect.

⚖️ Under California Labor Code § 1102.5(b), good-faith whistleblowing is enough.

💡 Key takeaway:
You don’t have to be right—you have to be reasonable.

KnowYourRights

01/28/2026

🚨 Workplace Harassment + Arbitration Clauses 🚨

Swipe to learn about Quilala v. Securitas Security Services USA ⏩

📝 In Quilala v. Securitas, a former employee alleged harassment and discrimination based on perceived sexual orientation. He sued—but the employer moved to force the case into arbitration based on an agreement signed at hiring.

💡 Takeaway:
Your rights don’t disappear—but the fine print matters.

📌 Save this post
📲 Share with someone who should know their workplace rights
💬 Questions about arbitration or harassment claims? We’re here to help.

12/19/2025

As the year comes to a close, we’re proud to continue fighting for fairness, dignity, and employee rights across California.

Wishing you and your loved ones a joyful and safe holiday season.
 Happy Holidays from all of us at the Java & Jebreil team. 🎄

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Santa Monica, CA
90401

Telephone

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Website

http://javalawfirm.com/

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