Posted by Catherine Chukwueke | Jan 05, 2026 |
This post covers what California employers need to know about workplace posting updates for 2026. The key changes include the new statewide minimum wage of $16.90 per hour requiring an updated poster, the Paid Sick Leave posting updated effective January 1, 2026, and the new Workplace Know Your Rights Act annual notice requirement which must be delivered to all employees by February 1 each year and is separate from wall postings. The post includes a full checklist of all required 2026 postings in bullet format, directs employers to the DIR, Civil Rights Department, and Cal/OSHA for current versions, and closes with a CTA to schedule a consultation. It should be backdated to January 13, 2026 with the same tags as the original workplace posters post.
Posted by Catherine Chukwueke | Jun 17, 2025 |
California law generally prohibits non-solicitation clauses in employment contracts, favoring open competition and employee mobility. However, there are narrow exceptions where such clauses may be enforceable, including protection of trade secrets, the sale of a business, and partnership dissolution. This article breaks down the legal framework under Business and Professions Code Section 16600 and explores key court decisions shaping enforceability in California.
Posted by Catherine Chukwueke | Jun 09, 2025 |
California employers must comply with regulations aimed at preventing heat illness in both indoor and outdoor work environments. This article outlines key compliance obligations, including when to provide shade, hydration, and cooldown periods, and the importance of maintaining a written Heat Illness Prevention Plan.
Posted by Catherine Chukwueke | Apr 15, 2025 |
This article outlines the requirements and importance of implementing a Heat Illness Prevention Plan (HIPP) under California’s Code of Regulations, Title 8, sections 3395 and 3396. Employers in outdoor and mixed environments must take steps to protect workers from heat-related illnesses by providing water, shade, high heat procedures, emergency response plans, and acclimatization protocols. Beyond legal compliance, adopting a HIPP fosters workplace safety, reduces liability, and promotes employee well-being.
