Assembly Bill (AB) 2751 in California seeks to grant workers a "right to disconnect" by mandating clear work hour definitions and limiting after-hours communications. Critics, however, worry it may lead to inflexibility for both employers and employees ..read more

In Gautam Shah v. Skillz Inc. (2024), the California Court of Appeal determined that stock options do not constitute "wages" under the California Labor Code, a decision with significant implications for the technology and startup sectors where such options are a key part of compensation packages ..read more

The Ninth Circuit Court of Appeals in Fli-Lo Falcon, LLC v. Amazon.com, Inc. has affirmed the enforceability of arbitration agreements in commercial contracts between businesses, clarifying that the Federal Arbitration Act's "transportation worker exemption" does not apply to business entities ..read more

The California Industrial Welfare Commission (IWC) sets labor standards, including Wage Order No. 16-2001 for sectors like construction and mining. In George Huerta v. CSI Electrical Contractors (2024), the California Supreme Court ruled that security checks, certain intra-premises travel, and on-site meal breaks count as compensable "hours worked," underscoring employer control as a key factor ..read more

Ortiz v. Randstad (2024) clarifies the FAA's transportation worker exemption, affirming that warehouse workers involved in interstate commerce are exempt from arbitration, emphasizing the role-specific duties play in determining exemption eligibility ..read more

Ariana Miles v. Kirkland (2024) underscores the complexities of class action certification in employment law, emphasizing the need for shared employee grievances and consistent enforcement of legally compliant employer policy ..read more

California's Fair Employment and Housing Act (FEHA) allows for "mixed motive" cases where disability need not be the sole cause but a significant factor in employment decisions. Lin v. Kaiser Foundation Hospitals (2023) exemplifies the application of "mixed motive" analysis, demonstrating the challenges and nuances in distinguishing between legitimate business decisions and discriminatory practices, and emphasizing the importance of clear documentation and accommodation in the workplace ..read more

In Hittle v. City of Stockton, former fire chief Ronald Hittle claimed religious discrimination, citing remarks by the deputy city manager. Despite Hittle's attempts to use the comments as evidence, the Ninth Circuit upheld the city's summary judgment, emphasizing the insufficiency of the remarks in meeting the criteria to defeat summary judgment and the city's valid reasons for termination based on Hittle's job performance ..read more

In Atalla v. Rite Aid Corporation (2023), the Court of Appeal found no employer liability for a supervisor's sexually inappropriate texts and photos sent to an employee outside of work hours. The court also dismissed a claim of constructive termination, citing the employer's swift action in terminating the harasser and inviting the employee back to work ..read more

In a recent case, the California Court of Appeal interpreted Section 1281.98 of the California Arbitration Act, emphasizing the 30-day deadline for receiving arbitration fees. The court ruled that fees must be both sent and received within 30 days after the due date, highlighting the importance of timely payments to avoid material breach of arbitration agreements under California law ..read more