When employers offer new hires a sign-on bonus or existing employees a retention bonus, they typically structure the bonuses as an upfront payment subject to a conditional repayment obligation if the employee’s employment ends prior to a specified retention date.
However, effective Jan. 1, 2026, California Assembly Bill 692 (codified at Business & Professions Code
While welcome news to most employers, those in California are unlikely to be impacted by the U.S. Supreme Court’s recent ruling in E.M.D. Sales, Inc. v. Carrera, 220 L. Ed. 2d 309 (2025). In E.M.D. Sales, the Court rejected the argument that employers must prove an overtime exemption under the Fair Labor Standards Act
Gov. Newsom has signed SB 399 into law, which restricts the ability of employers to hold mandatory “captive audience meetings” with their employees. The new legislation, also known as “California Worker Freedom from Employer Intimidation Act,” takes effect Jan. 1, 2025.
The new restrictions, which will be codified in Cal.
In a significant development for employers, on July 10, 2023, California Governor Newsom revitalized the Industrial Welfare Commission (IWC) by allocating it $3,000,000 as part of the state’s 2023 budget bill (AB 102). AB 102 takes effect immediately. The IWC is a quasi-legislative agency within the California Department of Industrial Relations (DIR) established to investigate
Artificial Intelligence (AI) and automated employment decision tools (AEDT) can be useful for employers in the hiring process. They may be used for myriad tasks, from sifting through employment applications to predicting applicant or employee honesty. Their use, however, comes with a specific legal risk: they may create a disparate impact, as we examine further