California continues to push pay transparency further into the mainstream of employment law. Employers with 15 or more employees now face more detailed requirements for posting wage ranges and reporting pay data. Penalties for missing or incomplete information have increased, and misunderstandings about these rules can lead to significant exposure.
Here is what every California
Upcoming Webinar: New Year, New Laws – What Oregon Employers Need to Know for 2026 – February 4, 2026
As a new year gets underway, gain a clear understanding of the employment law changes Oregon employers need to know. Join Stoel Rives labor and employment attorneys Melissa Healy, Matt Tellam, and Megan Bradford
As Congress approaches a funding lapse resulting in a government shutdown, California employers should prepare for several indirect effects on workplace operations. Although a federal shutdown does not halt California’s employment laws, it does pause many federal agency functions, as discussed below.
Federal Enforcement Agencies
Most federal labor agencies will furlough staff and suspend routine
In Bradsbery v. Vicar Operating, Inc., a California Court of Appeal answered a question that many California employers may not have known even needed to be answered—whether California employees can prospectively waive their mandatory meal periods. Given the almost universal use of such waivers by employers (based on the assumption that the waivers are
A few weeks ago, Vermont Senator Bernie Sanders announced a bill to implement a 32-hour workweek. While such a law is a long way from becoming a reality, it does raise interesting questions concerning exactly what a 32-hour workweek would look like, especially in California.
Before engaging in this thought experiment one thing should be
On January 18, 2024, the California Supreme Court issued its long-awaited opinion in Estrada v. Royalty Carpet Mills to decide the question of whether California trial courts have inherent authority to strike claims brought under California’s Private Attorneys General Act (“PAGA”) on the grounds that the claims were not manageable. The Court ultimately upheld the appellate court’s holding, which we previously discussed in detail here, finding that trial courts do not have such inherent authority.Continue Reading California Supreme Court Sweeps PAGA Manageability Under the Rug in Estrada v. Royalty Carpet Mills
Introduction
With its decision in Adolph v. Uber Technologies, Inc. (“Adolph”) the California Supreme Court has reignited the debate surrounding arbitration agreements containing waivers of an employee’s right to bring a representative action under California’s Private Attorneys General Act (“PAGA”). This ruling, which challenges the earlier decision by the U.S. Supreme Court in Viking River Cruises, Inc. v. Moriana (“Viking River Cruises”), marks a significant shift back in favor of employees and their ability to pursue PAGA claims notwithstanding the existence of a written waiver. Continue Reading Driving the Narrative: California Supreme Court’s Adolph v. Uber Technologies Decision Shifts Gears, Challenging U.S. Supreme Court’s Viking River Cruises v. Moriana Holding
On September 18, 2022, Governor Gavin Newsom signed AB 2188 into law, which prohibits employers from taking any adverse employment action against an employee in conjunction with an employee’s off-duty marijuana use.
AB 2188 makes it unlawful for employers to “discriminate against a person in hiring, termination, or any term or condition of employment” for
On June 28, 2018, then California Governor Jerry Brown signed into law the California Consumer Privacy Act (CCPA). The CCPA provided significant privacy rights and protections to California consumers and placed numerous obligations on California businesses regarding the collection and sale of personal information belonging to California consumers. While the CCPA constituted a significant change
On May 23, 2022, the California Supreme Court issued its highly anticipated ruling in Naranjo v. Spectrum Security Services and decided two critical questions: first, whether an employee is entitled to “waiting time penalties” for unpaid premium pay, and second, whether employers are required to report premium pay on their employees’ wage statements.
As all