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News
September 17, 2024
A recent federal court ruling confirmed that the Department of Labor (DOL) has the authority to set a minimum salary for workers to be exempt from overtime pay. In light of recent U.S. Supreme Court decisions, this lower court’s ruling is arguably surprising and, perhaps, is a sign that lower courts are struggling to work out the full ramifications of the U.S. Supreme Court’s recent anti-regulatory rulings.
Resources
September 12, 2024
Non-Disclosure Agreements (NDAs) have become pivotal in protecting sensitive information across various sectors. These agreements help ensure that parties involved in a business relationship do not disclose proprietary or confidential information to unauthorized third parties.
News
September 10, 2024
The relationship between the United Auto Workers (UAW) union and Stellantis is currently strained, with the UAW signaling the possibility of a nationwide strike over what it describes as the automaker's failure to uphold specific production commitments. These commitments were part of the labor agreement negotiated in 2023 and are now at the center of a growing dispute.
News
September 9, 2024
Like divorce, dissolving a partnership is a critical process that, if not handled correctly, can lead to significant legal liabilities. Even when all the partners agree about terminating a partnership, there are numerous legal issues that need to be addressed, such as terminating the partnership’s contracts and distributing assets. Disagreements between partners can further complicate this process, making it essential to navigate dissolution carefully to avoid future legal headache
News
August 27, 2024
Starting January 1, 2025, California’s minimum wage will rise from $16.00 to $16.50 per hour, affecting all employers regardless of size. This increase is part of an annual adjustment based on the Consumer Price Index (CPI), which saw a 3.18% increase over the past year. Along with the hourly wage increase, the minimum salary for full-time exempt employees will also rise, moving from $66,560 to $68,640 per year.
News
August 27, 2024
A recent ruling by a Texas federal judge has blocked the Federal Trade Commission's (FTC) attempt to ban non-compete clauses for most workers. On August 20, 2024, the judge decided that the FTC had exceeded its legal authority by trying to implement a rule prohibiting non-compete agreements, which was set to take effect in September. As a result, the FTC cannot enforce this rule nationwide, allowing employers to continue using non-competes, though they must still comply with state and local laws.
Resources
August 15, 2024
In today's dynamic work environment, Diversity, Equity, and Inclusion (DEI) are not just buzzwords but essential components of a thriving organizational culture. Human Resources (HR) plays a crucial role in developing, implementing, and sustaining DEI initiatives. These efforts go beyond compliance and aim to foster an inclusive workplace where all employees feel valued and empowered. In this article, we explore how HR drives DEI initiatives and why their role is pivotal.
News
August 14, 2024
The recent decision by the California Supreme Court in Turrieta v. Lyft, Inc. is a significant win for employers facing multiple lawsuits under the state's Private Attorneys General Act (PAGA). This ruling clarifies that a plaintiff (the person suing) in one PAGA lawsuit does not have the right to intervene or object to a settlement in another, even if that settlement would effectively end their own case. This decision is crucial for employers as it reduces the uncertainty and potential complications when dealing with overlapping PAGA claims.
News
August 8, 2024
No doubt: social media has become a powerful tool for communication and personal expression. But the misuse of social media can lead to significant legal consequences, impacting both employees and employers. Understanding these repercussions is crucial for navigating the intersection of social media and employment law.
News
August 6, 2024
It was long the rule in California that if a party to an arbitration agreement wanted to compel arbitration, it could wait to do so as long as the other party could not demonstrate that they were prejudiced by the delay. Practically, this meant that businesses (employers included) could compel arbitration even after months of delay as long as the other party couldn't prove they were prejudiced by the delay
