Employment Law

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California Labor Code section 512 guarantees a thirty (30) minute, off-duty, meal period for employees after five (5) work hours, and a second thirty (30) minute, off duty, meal period after ten (10) work hours. Section 512 also provides that, for shifts between five (5) and six (6) hours, the first meal period “may be waived by mutual consent of both the employer and employee.” (§ 512(a).)  Most Wage Orders issued by the Industrial Welfare Commission (IWC) similarly provide for meal periods and their waiver.Continue Reading Are Prospective Meal Period Waivers Enforceable? YES – If Done Properly

In this episode of California Employment News, Meagan Bainbridge and Ryan Abernethy break down the latest PAGA reforms and what employers need to know to reduce penalties and stay compliant. From new cure opportunities to proactive audits, they cover actionable steps to protect your business.

Listen to this podcast episode here or watch…

This is a follow-up to our recent blog post regarding Senate Bill 399 (“SB 399”) and its prohibition on an employer’s right to take adverse action against an employee who refuses to attend meetings related to “political matters” or “religious matters.” (See post here).  As we indicated in the blog, it was anticipated that SB 399 would be challenged in the courts.  Sure enough! Continue Reading Lawsuit Filed by CA Chamber of Commerce: Challenging Senate Bill 399

In a recent presentation titled Legal & Compliance 2025: Workplace Safety and CalOSHA Requirements, Weintraub shareholder Shauna Correia provided essential updates on California workplace safety laws. The session highlighted new regulations on indoor heat exposure, workplace violence prevention plans, COVID-19 measures, and other safety initiatives to protect employees and ensure compliance.Continue Reading Key Takeaways:  SHRM Legal and Compliance 2025 – Workplace Safety and CalOSHA Requirements

Under California law, employers are prohibited from making, adopting, or enforcing policies that prevent an employee from disclosing violations of a state or federal statute, or a violation or noncompliance with a local, state, or federal regulation to, among others, a government or law enforcement agency.  The law also prohibits employers from retaliating against an employee who makes such a disclosure.Continue Reading CA Labor Commissioner Issues New Whistleblower Notice