Eureka Employment Attorneys

Eureka Employment Attorneys Employee rights law firm handling cases for unpaid wages, overtime and bonuses, discrimination, harassment and retaliation. Free consultation.

We also negotiate employment contracts and severance agreements.

07/17/2025

Do you work in an “always-on” culture? Checking emails before your shift starts, required to attend meetings that interrupt your daily flow, forcing unpaid overtime, or resuming your in-box checking after dinner on your personal phone?

While California has not yet enacted a “right-to-disconnect” law, you still have rights that your employer may be violating and we may be able to help!

* Wage and Hour Violations. Non-exempt (“hourly”) employees working off the clock – even voluntarily—can trigger wage claims, class actions, and penalties under the Fair Labor Standards Act and California’s wage and hour laws.

* Mental Health and Burnout. Constant connectivity can lead to stress-related claims under the Americans with Disabilities Act, Family Medical Leave Act, and the California Fair Employment & Housing Act, as well as workers’ compensation rules.

* Privacy Concerns. After-hours work on personal or unsecured devices increases the risk of data breaches and non-compliance with laws such as the California Privacy Rights Act.

* Discrimination and Equity Concerns. An always-on culture may disproportionately impact parents, caregivers, and alternatively empowered employees -raising potential claims of discrimination or failure to accommodate.

If these issues are impacting you, schedule a free consultation to discuss whether we can be of assistance. Give us a call today!

Reach our offices directly:
Santa Barbara 805-845-9630
Eureka 707-267-7027
San Diego 619-684-6230

07/17/2025

Do you work in an “always-on” culture? Checking emails before your shift starts, required to attend meetings that interrupt your daily flow, or resuming your in-box checking after dinner on your personal phone? We may be able to help.

While California has not yet enacted a “right-to-disconnect” law, you still have rights that your employer may be violating.

* Wage and Hour Violations. Non-exempt (“hourly”) employees working off the clock – even voluntarily—can trigger wage claims, class actions, and penalties under the Fair Labor Standards Act and Californiaornia’s wage and hour laws.

* Mental Health and Burnout. Constant connectivity can lead to stress-related claims under the Americans with Disabilities Act, Family Medical Leave Act, and the California Fair Employment & Housing Act, as well as workers’ compensation rules.

* Privacy Concerns. After-hours work on personal or unsecured devices increases the risk of data breaches and non-compliance with laws such as the California Privacy Rights Act.

* Discrimination and Equity Concerns. An always-on culture may disproportionately impact caregivers, parents, and employees in different time zones—raising potential claims of disparate impact or failure to accommodate.

If these issues are impacting you, schedule a free consultation to discuss whether we can be of assistance. Give us a call today! Do you work in an “always-on” culture? Checking emails before your shift starts, required to attend meetings that interrupt your daily flow, or resuming your in-box checking after dinner on your personal phone? We may be able to help.

While California has not yet enacted a “right-to-disconnect” law, you still have rights that your employer may be violating.

* Wage and Hour Violations. Non-exempt (“hourly”) employees working off the clock – even voluntarily—can trigger wage claims, class actions, and penalties under the Fair Labor Standards Act and California’s wage and hour laws.

* Mental Health and Burnout. Constant connectivity can lead to stress-related claims under the Americans with Disabilities Act, Family Medical Leave Act, and the California Fair Employment & Housing Act, as well as workers’ compensation rules.

* Privacy Concerns. After-hours work on personal or unsecured devices increases the risk of data breaches and non-compliance with laws such as the California Privacy Rights Act.

* Discrimination and Equity Concerns. An always-on culture may disproportionately impact caregivers, parents, and employees in different time zones—raising potential claims of disparate impact or failure to accommodate.

If these issues are impacting you, schedule a free consultation to discuss whether we can be of assistance. Give us a call today! 707-267-7027

05/21/2025

No Federal Tax on Tips passes!

The Senate voted unanimously Tuesday to pass legislation that would eliminate the collection of federal taxes on tips, moving a step closer to fulfilling one of President Donald Trump’s key campaign promises. Sen. Ted Cruz (R-Texas) introduced the No Taxes on Tips Act earlier this year. Trump floated the proposal while stumping in Nevada during his 2024 presidential campaign, and the idea was quickly embraced by Democrats, too, including former Vice President and presidential contender Kamala Harris.

Democrats helped push the bill over the finish line Tuesday in a surprise move led by Sen. Jacky Rosen (D-Nev.), one of the measure’s co-sponsors. Republicans allowed Rosen to advance the bill through a unanimous consent agreement, where any lawmaker can go to the Senate floor and seek passage of legislation as long as no other senator lodges an in-person objection at that same time. Unanimous consent success rates are not high for major changes to the tax code, and the maneuver Tuesday took political observers by surprise.

“‘No taxes on tips’ was one of President Trump’s key promises to the American people,” Rosen said on the Senate floor. “And I am not afraid to embrace a good idea wherever it comes from. “ Cruz, in turn, praised Democrats for supporting the elimination of federal taxes on tips, which is expected to be part of the GOP’s party-line package of tax cuts and extensions, border security investments, energy policy and more.

“I’m proud of what the Senate just did, and I commend Democrats and Republicans even in a time of partisan division, coming together on a common-sense policy,” said Cruz. “I think that’s great for workers in all 50 states.”

Still, some tax experts panned the proposal, citing concern that it might overshadow more effective proposals for supporting tipped workers, who don’t typically pay high levels of federal income tax. Progressive groups also warned that the bill’s benefits would pale in comparison to the help workers would receive if Congress were to, say, expand the child tax and earned income tax credits.

At the same time, some unions representing hospitality workers, which typically support Democrats, endorsed the idea as a way to help workers keep pace with the rising cost of living.

12/31/2024

Here are some employment laws that will take effect in California in 2025:

Minimum wage: The state minimum wage will increase to $16.50 per hour for all employers. Exempt employees will need to earn a minimum of $68,640 annually.

Agricultural employee sick leave: Agricultural employees can use paid sick leave to avoid working in conditions created by a local or state emergency, such as smoke, heat, or flooding.

Retaliation: The Equal Pay and Anti-Retaliation Protection Act (SB-497) creates a rebuttable presumption of retaliation if an employer takes action within 90 days of an employee's protected activity.

Captive audience meetings: SB 399 restricts employers' ability to hold mandatory captive audience meetings with employees.

Independent contractor requirements: New requirements will be in place for independent contractors.

Leave rights: Expanded leave rights will be available to victims of violence.

Whistleblower rights: Employers must update policies to reflect changes to whistleblower rights.

Driver's license requirements: Employers must update policies to reflect changes to driver's license requirements.

FEHA applicability: Employers must update policies to reflect changes to FEHA applicability.

If you have questions about how these new laws impact your employment, give us a call at 805-845-9630. We always offer free consultations.

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Eureka, CA
95501

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+18778659630

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