California’s New Pay Transparency Law Takes Effect in 2026

California’s New Pay Transparency Law Takes Effect in 2026

ByStaff

California is stepping up its efforts to make workplaces more transparent and fairer. Beginning January 1, 2026, California employers will face new pay transparency requirements under Senate Bill 642, which requires employers to provide a good-faith pay scale for any position when requested by a job applicant or current employee. The pay scale needs to be a realistic range of expected salary or hourly wage. Employers with 15 or more employees must also include this pay range in all job postings. The goal is to make pay practices more open and consistent, as allowing job seekers and employees to make better-informed decisions about compensation leads to a more equitable workplace and strengthens the job market.

California AG Settles CCPA Enforcement Action Against Sling TV for $530,000

California AG Settles CCPA Enforcement Action Against Sling TV for $530,000

ByStaff

California Attorney General Rob Bonta recently reached a $530,000 settlement with Sling TV after alleging the company violated the California Consumer Privacy Act (“CCPA”). The lawsuit claimed Sling TV failed to provide consumers with a clear and simple method to opt out of the sale and sharing of their personal information, and that its website design used deceptive “dark patterns” to mislead users into thinking their data was protected when it was not. The complaint also alleged inadequate safeguards for children’s privacy. In addition to the monetary penalty, Sling TV agreed to revise its opt-out processes, improve parental controls, and provide clearer privacy disclosures.

How to Protect Your Business from Employee Lawsuits

How to Protect Your Business from Employee Lawsuits

ByShakti Vadgama

Even the best-run businesses can face disputes with employees. From wrongful termination claims to wage and hour disputes, the reality is that employment-related lawsuits can arise unexpectedly and cost employers significant time, money, and reputational harm. The good news? Many of these risks can be minimized with proactive planning, consistent documentation, and a commitment to compliance.

California’s SB 261 Increases Urgency for Employers With Final Wage Judgments

California’s SB 261 Increases Urgency for Employers With Final Wage Judgments

ByStaff

Effective January 1, 2026, California employers with unpaid wage judgments will be subject to significantly increased liability as a result of SB 261, signed by the Governor on October 13, 2025. Employers seeking further guidance regarding these or other changes in California laws may contact MNK Law, APC at info@mnklawyers.com, or 562.362.6437.

USCIS Clarifies Application of $100,000 H-1B Fee Under Trump Proclamation

USCIS Clarifies Application of $100,000 H-1B Fee Under Trump Proclamation

ByStaff

On October 20, 2025, U.S. Citizenship and Immigration Services (“USCIS”) issued updated guidance clarifying which H-1B petitions are subject to the $100,000 fee established by President Trump’s September 19, 2025, Proclamation. The new guidance confirms that the fee applies to new H-1B petitions filed on or after September 21, 2025, for beneficiaries outside the U.S. who do not have a valid H-1B visa. Petitions for extensions, amendments, or changes of status for individuals already in the country are exempt. However, consular notification petitions filed after the effective date are subject to the fee, regardless of the beneficiary’s physical location at the time of filing.

The Dangers of Artificial Intelligence Include Employer Liability. Tips for Employers Regarding New Regulations

The Dangers of Artificial Intelligence Include Employer Liability. Tips for Employers Regarding New Regulations

ByStaff

Effective October 1, 2025, the California Civil Rights Council has adopted new regulations under the Fair Employment and Housing Act, further clarifying how artificial intelligence and other automated decision‑making systems (ADS) may be used in employment. These regulations make clear that the mere use of an ADS does not shield an employer from liability, even if used by third party vendors, if the tool results in discriminatory outcomes for applicants or employees based on protected characteristics (such as race, gender, age, disability, religious creed or national origin).

Employers’ Duty to Reimburse Work-Related Expenses

Employers’ Duty to Reimburse Work-Related Expenses

ByStaff

Under California Labor Code §2802, employers must indemnify employees for all “necessary expenditures or losses” incurred in direct consequence of performing their job duties or in obedience to the employer’s directions. The statute does not expressly define “necessary,” but courts interpret it to cover expenses that are required for the performance of job duties and reasonable in amount. Reimbursement generally depends on whether the expense is directly tied to work responsibilities, though application varies by circumstance.

California Employers Must Provide Annual Worker Rights Notice Under New Law

California Employers Must Provide Annual Worker Rights Notice Under New Law

ByStaff

Governor Gavin Newsom has signed Senate Bill 294, introducing new notice and communication requirements for California employers. Beginning January 1, 2026, employers must give every new hire—and all current employees each year—a stand-alone written notice outlining workers’ rights under state and federal law. The Labor Commissioner will issue a template notice and educational materials to help employers comply.

Thinking of Selling Your LLC? Key Legal and Practical Considerations

Thinking of Selling Your LLC? Key Legal and Practical Considerations

ByShakti Vadgama

Selling a membership interest in a Limited Liability Company (“LLC”), often referred to as a Membership Interest Purchase and Sale Transaction (“Sale Transaction”), is a common way to transfer ownership. However, before finalizing any deal, it’s crucial to understand the legal, financial, and procedural aspects that come into play.