With the new year comes new California employment laws.  Here is a summary of the new laws most likely to impact your business.

For over seventy years, the San Francisco Trial Lawyers Association (SFTLA) has worked to promote civil justice through education and trial advocacy.

As always, the new year means a raft of new employment laws in California. Below is a summary of the new laws likely to impact your business in 2024.

California employers have long relied on severance and separation agreements to ensure an amicable...

Since taking effect three years ago, an injunction by a federal district court has precluded enforcement of AB 51 with respect to arbitration agreements governed by the FAA.

The new year in California always means new employment laws.  Several such new laws - likely to impact your business - go into effect on January 1, 2023

The American Board of Trial Advocates, known as ABOTA, is an invitation only organization of the finest lawyers and judges in America.

The ordinance requires San Francisco employers with more than 100 employees worldwide to provide paid leave to employees for “public health
emergencies.”

Under the California Labor Code, employers must pay non-exempt employees a premium payment of one hour of pay for non-compliant meal periods or rest breaks...

On June 15, 2022, the Supreme Court issued its decision in Viking River Cruises, Inc. v. Moriana.

On April 21, 2022, Cal/OSHA’s Standards Board voted to approve the Third Readoption of the Cal/OSHA COVID-19 Emergency Temporary Standard (“ETS”).

Here are the key laws every California employer should be aware of.

Since the onset of the 2017 #MeToo movement, lawmakers have worked to implement legal reform related sexual assault and sexual harassment in the workplace.

City and County of San Francisco
Office of Labor Standards Enforcement

The AIA, SF Chapter, has bestowed a Presidential Commendation to Long & Levit Partner, Jennifer Suzuki.

Employers With 100 or More Employees Face Looming Deadlines to Implement Mandatory “Vax or Test” Policies.

The “Silenced No More Act,” which amends California Code of Civil Procedure Section 1001 and the California Fair Employment...

OSHA published its Emergency Temporary Standard (ETS) regarding COVID-19 vaccination and testing on November 5, 2021. 

The Biden Administration has announced a mandate for private employers with more than 100 employees to require employees to be vaccinated or tested for COVID-19 on a weekly basis.

In the past few weeks, employers have been faced with an onslaught of confusing and often conflicting guidance regarding workplace COVID-19 restrictions.

In the past few weeks, employers have been faced with an onslaught of confusing and often conflicting guidance regarding workplace COVID-19 restrictions.

As California employers prepare to reoccupy the workplace, the rules about basics like masking and social distancing can seem confusingly in flux

Effective March 29, 2021, Senate Bill 95 mandates that California employers with more than 25 employees provide up to 80 hours of supplemental paid sick leave for certain COVID-related absences in addition to paid time off...

Effective March 7, 2021, the COVID-Related Employment Protections Ordinance prohibits employment discrimination and retaliation on the basis of COVID-19 status.

On June 15, 2020, in Bostock v. Clayton Cty., Georgia1, the Supreme Court held in a 6-to-3 decision that Title VII of the Civil Rights Act of 1964 prohibits employment discrimination against LGBT individuals.

The California Supreme Court allows an insurer to sue Cumis counsel to recover allegedly unreasonable and unnecessary defense fees and costs.