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Starting from November 1, 2023, employers who fail to use the 08/01/23 edition of Form I-9 may be subject to all applicable penalties under section 274A of the Immigration and Nationality Act ("INA"), 8 U.S.C. 1324a. These penalties will be enforced by U.S. Immigration and Customs Enforcement ("ICE"). After October 31, 2023, the prior version of Form I-9 will be considered obsolete and no longer valid for use.

The California Civil Rights Council recently amended the regulations interpreting California’s 2018 Fair Chance Act, which went into effect on October 1, 2023. The new regulations add restrictions, make clarifications, and significantly change the California background check process.

Effective January 1, 2024, California employers are required to increase the amount of sick leave provided to California employees from 24 hours to 40 hours.   "California's Paid Sick Leave Overhaul: A Comprehensive Guide to SB 616" "Navigating Change: Understanding California's New Paid Sick Leave Law" "Workplace Evolution: Breaking Down SB 616's Impact on Sick Leave" "From 24 to 40: Unpacking California's Extended Paid Sic...

The Law Office of Catherine Chukwueke provides external workplace investigation services for companies and organizations. With a profound understanding of California's intricate employment laws and a dedication to upholding the highest legal standards, our firm is exceptionally positioned to assist organizations in ensuring a fair and legally compliant investigation process.

In recent years, there has been a growing awareness of the need to protect the rights of pregnant employees and ensure that they receive the necessary accommodations to thrive in the workplace. Federal legislation in the United States has been put in place to address these concerns comprehensivel...

On September 29, 2022, Governor Gavin Newsom approved AB 1655, a legislative measure commonly referred to as the Jones-Sawyer bill. This pivotal bill elevated June 19, celebrated as "Juneteenth," to the list of state holidays in California.  

In California, labor laws adhere to an "at-will" employment principle, allowing employers and employees to terminate the employment relationship at any time for any reason, as long as it's not unlawful. While this offers flexibility, it can pose challenges. However, structured employment contracts bring several advantages, including clarifying job terms

Governor Gavin Newsom signed Senate Bill 699 ("SB 699") on September 1, 2023, reinforcing California's ban on noncompete agreements. This law voids such agreements, regardless of where or when they were signed, prohibits employers from enforcing them, and empowers employees to take legal action against employers who violate these provisions, including recovering attorney's fees and costs. Compliance with SB 699 mandates that employers refrain from having employees enter into noncompetition agreements, aligning with California's commitment to preserving employee mobility and fostering economic growth.

AB 1949 requires covered employers to provide eligible employees with five (5) days of bereavement leave. AB 1949 became effective on January 1, 2023. 

An employer cannot legally fire an employee for filing a workers' compensation claim. 

Effective April 1, 2023, retail employers in the City of Los Angeles will be required to provide employees with at least 14 days advance notice of their work schedules and to compensate employees in the event of schedule changes. 

AB 1041 allows employees to use their time to tend to the medical needs of a “designated person” and expands the class of people that an employee can identify as a “designated person.” 

The Contraceptive Equity Act of 2022 (SB 523) amends the California Fair Employment and Housing Act (FEHA) to include “reproductive health decision-making” to the list of classes protected from discrimination by employers. “Reproductive health decision-making” as defined “includes, but is not limited to, a decision to use or access a particular drug, device, product, or medical service for reproductive health.”

California is an “at will” state for employment. This means that the employer and the employee can terminate the employment at any time and without notice. If, however, an employer terminates or fires an employee for unlawful reasons, the employee would have the right to file a wrongful termination claim against the employer. Wrongful termination in California often entitles you to compensation and other remedies.

The City of Inglewood, California passed Measure HC, the Healthcare Workers Minimum Wage Initiative, which raised the minimum wage for healthcare workers to $25.00 per hour. The minimum wage will increase annually based on inflation. The new minimum wage shall take effect on January 1, 2024.  Th...

Sexual harassment is sex discrimination in the workplace. It occurs when an applicant or employee is harassed on the basis of their sex. This includes harassment that is sexual in nature as well as behavior that is offensive in regards to a particular sex in general. Under the Fair Employment Housing and Employment Act (“FEHA”), it is illegal for employers of 5 or more employees to sexually harass an employee, applicant, or unpaid intern.

Sexual harassment is sex discrimination in the workplace. It occurs when an applicant or employee is harassed on the basis of their sex. This includes harassment that is sexual in nature as well as behavior that is offensive in regards to a particular sex in general. Under the Fair Employment Housing and Employment Act (“FEHA”), it is illegal for employers of 5 or more employees to sexually harass an employee, applicant, or unpaid intern.

California will raise its minimum wage to $15.50 per hour, effective January 1, 2023.

Starting January 1, 2023, employers with fifteen (15) or more employees are required to include salary or hourly wage ranges for job postings.

This post discusses Alternative Workweek Schedules and the requirements that must be satisfied in order to implement an Alternative Worksheet Schedule in the workplace.

This post provides information on attorney-client privilege and provides examples of when communications with an attorney are privileged, and when confidentiality is waived.