- Foundational provisions, including at-will employment and handbook disclaimers
- Harassment, discrimination, retaliation, and accommodation policies
Wage and hour requirements, leave rights, and workplace expectations
EEOC Votes on Proposed Rule to End EEO-1 Reporting
As we indicated in our June 4, 2026 article, certain employers may soon be relieved of the obligation to file EEO-1 Reports, as well as other reports (“EEO Data Reports”), with the federal Equal Employment Opportunity Commission (“EEOC”). On July 21, 2026, the EEOC voted 2-1 to issue a Notice of Proposed Rulemaking (NPRM)
9th Circuit Upholds Arbitration Agreement Despite Waiver of Representative PAGA Claims
In a closely watched decision for California employers, the Ninth Circuit reversed a district court’s denial of a motion to compel arbitration in a wage and hour class action against ABM Aviation, Inc., on the grounds that the arbitration agreement was unconscionable. The Ninth Circuit’s opinion provides a useful roadmap for navigating common challenges to arbitration agreements, particularly in light of prior cases like Cook v. USC.
Continue Reading 9th Circuit Upholds Arbitration Agreement Despite Waiver of Representative PAGA ClaimsCalifornia Employment News: Protecting Your Business Information When an Employee Leaves
When an employee leaves, employers should act quickly to protect trade secrets, confidential business information, and customer relationships. In this 100th episode of California Employment News, Weintraub Tobin attorneys James Kachmar and John Slavik discuss practical steps companies can take before, during, and after an employee’s departure.
Continue Reading California Employment News: Protecting Your Business Information When an Employee Leaves
EEO-1 Reporting Going Away? Breaking Down the EEOC’s New Proposal
On May 14, 2026, the federal Equal Employment Opportunity Commission (“EEOC”) submitted a request to rescind the demographic reporting obligations of large employers in the U.S. The “Pending EO 12866 Regulatory Review” notice (“Regulatory Review Notice”) which can be found here, states that the request is for the “Rescission of EEO-1, EEO-2, EEO-3, EEO-4. EEO-5, And Reporting Requirement Under Title VII, the ADA, GINA, and the PWFA.”
What does this mean?
Continue Reading EEO-1 Reporting Going Away? Breaking Down the EEOC’s New Proposal