As Valentine’s Day approaches, it’s a good time for employers to review their workplace dating policies to avoid complications. While office romances may seem harmless, they can lead to issues like favoritism, conflicts of interest, and sexual harassment or retaliation complaints. Employers should be proactive in addressing these situations by setting clear boundaries and ensuring that relationships do not disrupt the work environment.

Egg prices are seemingly continually on the rise. Luckily, for some workers, the minimum wage has also risen again. Employers in California should also be aware that there has been an increase in the minimum wage required statewide.

With the influx of artificial intelligence (“AI”) in the workplace, California Attorney General Rob Bonta has issued two legal advisories to guide businesses, particularly those in healthcare, and consumers on their rights and responsibilities regarding AI. The advisories address how AI intersects with California’s existing laws, such as consumer protection, civil rights, and data privacy, and outline new laws that took effect on January 1, 2025. Bonta emphasized that while AI is evolving rapidly, businesses must ensure compliance with both established and newly enacted regulations.

On January 15, 2025, the Supreme Court delivered a significant decision in favor of employers concerning how they prove employees are properly classified as exempt from minimum wage and overtime pay under federal law. In a unanimous ruling, the Court clarified that employers need only meet the “preponderance of the evidence” standard; a lower burden of proof commonly used in civil cases. This replaces the stricter “clear and convincing” evidence standard previously applied by one federal appeals court. This decision simplifies compliance with the Fair Labor Standards Act (FLSA) and sets a uniform standard across the country, reducing litigation risks

A recent case provides lessons for employers in navigating legal complaints during and after their resolution. The employee in this case, Riley Bockus, successfully won a back-pay settlement against their employer, Bevins & Son, Inc. After the employee won the settlement, the employee alleged that their former employer had engaged in retaliatory behavior by using social media to publicly criticize the employee.

California wildfires have become increasingly frequent and severe in recent years, posing significant challenges not only to individuals but also to businesses across the state. These disasters affect businesses directly through property damage and operational disruptions, as well as indirectly by influencing consumer behavior, insurance costs, and the overall economic climate. Here’s an analysis of how the recent California wildfires can impact businesses and what steps companies can take to mitigate these risks.

California business groups have filed a lawsuit to block the state’s new law, Senate Bill 399, which went into effect on January 1, 2025. The law makes it illegal for employers to penalize employees who refuse to attend meetings that discuss political or religious opinions, including matters related to unionization. These meetings, often referred to as "captive audience meetings," have long been criticized by unions for intimidating employees and discouraging unionization. The legislation was authored by State Senator Aisha Wahab and is part of a broader set of workplace laws introduced in California.

The Financial Crimes Enforcement Network (FinCEN) has extended the deadline for most reporting companies to file beneficial ownership information (BOI) reports to January 13, 2025. This extension follows a recent court ruling that reinstated the reporting requirement.