Reasons to Document a California Employee’s Personnel File
The most critical advice that I give to my employer clients is to “document the personnel file,” which is often met with an inquisitive look. Documenting an employee’s personnel file is the easiest,...
View ArticleFirst Come First Serve Grants to Small to Medium Size California Employer for...
Small to medium sized California employers who employed between 26 and 49 employees between January 1, 2021 and December 31, 2022 and non-profits that paid Supplemental Paid Sick Leave in 2022 may...
View ArticleReimbursement of Work From Home Expenses Incurred During the Pandemic
In Thai v. International Business Machines Corporation, the California Court of Appeal held that IBM was required to reimburse its employees for Internet access and other computer-related expenses...
View ArticleCalifornia Employers are Not Liable for COVID Spread to Family Members
The Supreme Court of California and now the U.S. Court of Appeals for the Ninth Circuit have held that a California employer owes no duty of care under state law to prevent the spread of COVID-19 to...
View ArticleCalifornia Employers Liable for Whistleblower Retaliation
California Employers Liable for Whistleblower Retaliation (Even if the Subject Matter of the Complaint was Previously Known to the Employer) The California Supreme Court has expanded whistleblower...
View ArticleEnding Forced Arbitration to Victims of Sexual Assault and Harassment
On March 3, 2022 President Biden signed into law the “Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act.” This federal law ends forced arbitration in workplace sexual assault and...
View ArticleEmployers must Accommodate an Employees’ Religious Beliefs
– Unless Doing So Would “Result in Substantial Increased Costs in Relation to Conduct of Business” The question of religious beliefs in a place of business has been in debate for some time, and a...
View ArticleCalifornia Employers Must Rid of Non Competes by Jan 1, 2024
Employers who require employees to sign noncompetition agreements or other restrictive covenants or seek to enforce the agreements — even when employees enter into the agreements outside California in...
View ArticleCalifornia Arbitration Agreements Not Signed by Employer Are Not Enforceable
The California Court of Appeals in Ortiz v. Nellson Nutraceutical, Calif. Ct. App., No. G061411 (Aug. 23, 2023), recently held that where an arbitration agreement contained signature blocks for both...
View ArticleCalifornia Employer Prevails on Pregnancy Disability Leave and Fair...
The California Court of Appeals in Lopez v. La Casa las Madres held that both the Pregnancy Disability Leave (“PDL”) law and Fair Employment and Housing Act (“FEHA”) require that a plaintiff prove...
View ArticleRetaliation in the Workplace: What is Temporal Proximity?
Workers are encouraged to assert their legal rights without facing unlawful retaliation from their employers. Retaliation occurs when an employee faces an adverse employment action because he or she...
View ArticlePregnancy-Related Discrimination, Harassment, and Wrongful Termination Claims...
So your full-time office manager who works in the office 5 days per week, an essential function of her job, has announced her pregnancy and the employer could not be more supportive of her. The...
View ArticleEmployment Retaliation Claims in California and Best Ways to Avoid Them
Employment retaliation claims can arise under a variety of California laws, posing significant challenges for employers. At Sherman Law Corporation, we understand that employment disputes can...
View ArticleDefending Restaurant Against Sexual Harassment Lawsuit in California
In the restaurant industry, businesses often grapple with complex challenges, including allegations of sexual harassment, which can severely damage a company’s reputation, lead to financial penalties,...
View ArticleIs a Company Legally Responsible to Pay for the Defense of Accused Named in...
Navigating the complexities of sexual harassment claims in the workplace is challenging for both employees and employers. In California, companies must be vigilant in addressing and managing these...
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