Recent California labor and employment law developments could signal good news for employers facing individual and/or representative claims under California’s Private Attorneys General Act (“PAGA”).
California’s prohibition on non-competition agreements is less than absolute.
We’ve long known that California law does not treat Labor Code Section 203 penalties as “wages.”
A California federal court has held that a managed care organization E&O policy provided coverage for a suit alleging unfair competition, and was not limited to coverage for suits brought by the insured’s customers or clients.
Reversing $1 Million Judgment Against Los Angeles, the California Court of Appeals Ruled Continuing Violation Doctrine Did Not Apply to Firefighter’s Decades-Old Race Discrimination and Harassment Claims
The California Court of Appeal reversed a $1 million judgment against the City of Los Angeles in a racial discrimination, harassment and retaliation case brought by a firefighter under the California Fair Employment and Housing Act.
Crude-by-Rail Update: Siting a Crude Oil Transloading Terminal in California? Developers Should Seek Old Industrial Sites and Proactively Embrace the Environmental Impact Review Process
Proposed crude-by-rail (CBR) projects in California increasingly face opposition lawsuits designed to stall and derail the terminals.
In December 2014, we reported on Integrity Staffing Solutions, Inc. v. Busk, a case involving Amazon.com, in which the United States Supreme Court held that time spent going through security checks was not compensable work time.
There’s a new no-contest case in California — Doolittle v. Exchange Bank.
The California Environmental Quality Act (“CEQA”) exempts governmental actions to protect natural resources and the environment from the requirement to prepare an environmental impact report.
Employers doing business in California have seen a barrage of class actions and representative claims for various alleged wage and hour Labor Code violations.