Over the past few months, I have received quite a few calls where employers told me that they assumed their salaried employees were automatically exempt and therefore, not entitled to overtime or other statutory benefits due to nonexempt employees. This is not a good assumption. The confusion may arise because of the theory that a […]

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Employers Beware – Potential Liability for Serving Alcohol at Holiday Parties

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California courts have narrowed an employer’s ability to restrict employee activities after termination.

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Arbitration agreements in employment agreements may not be enforced, absent special care given by employers when hiring employees.

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The Supreme Court held that it is unlawful to terminate an employee who made oral complaints about his employment, the anti-retaliation statute applies both to written and oral complaints.

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California employers wrestling with how to control the social media of their staff now have some guidance concerning permitted discipline of rogue employees.

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Employers that think they can’t be held liable for anti-military animus or other discrimination in the workplace caused by supervisors with only limited authority should think again in light of the Supreme Court’s 2011 decision in Staub v. Proctor Hospital.

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