Most businesses—of all sizes—have employee handbooks. The handbook is a policy manual that serves as the governing document for the business’s workplace and human resources operations. The handbook not only provides the “playbook” for expectations about workplace practices and culture, but it can also serve as valuable evidence in a lawsuit. An employer should draft…Details
The United States Supreme Court has ruled in a 5-4 decision that employers have a right to require employees resolve claims against employers individually, rather than on a class-action basis. Workers routinely sign arbitration agreements in their hiring paperwork, and before the decision in Epic Systems v. Lewis, there was a conflict in the law…Details
Joseph Gjonola talks about the recent opinion Planned Parenthood Fed’n of Am., Inc. v. Ctr. for Med. Progress (“PPF”) on LAW360 and how it all but gutted California’s anti-SLAPP procedure when it comes to motions filed in federal court.
When Daily Journal reporter Melanie Brisbon needed an expert to comment on a recent appellate decision in the case Ryan Smythe v. Uber Technologies Inc., she reached out to RPNA’s Co-Managing Partner Nick Roxborough. In this case, the state appellate court denied Uber’s motion to compel arbitration of an action brought by one of its…Details
RPNA’s Nick Roxborough commented about his current case against Applied Underwriters in a Workers’ Comp Executive article that discusses the growing number of disputes involving Applied Underwriters’ EquityComp program since the California Department of Insurance (CDI) handed down its precedential decision several years ago in the Shasta Linen case.
RPNA’s Nicholas Roxborough recently represented the interests of California employers concerning public commentary held by California Department of Insurance (CDI) officials involving major stakeholders in the workers’ compensation system. Mr. Roxborough addressed issues regarding large deductible policies, affecting RPNA’s clients, as the CDI moves to finalize new regulations by the end of the year.Details
In recent employment cases filed in California, plaintiffs — potential job applicants — have alleged California employers have an obligation to make their job application websites accessible to the visually impaired under California’s Fair Employment and Housing Act (“FEHA”), the state’s version of Title I of the Americans with Disabilities Act (“ADA”). Under this law,…Details
A California state senator has proposed a bill that would hold major retailers liable when the trucking companies they use to carry goods violate labor laws. California Senator Ricardo Lara has introduced SB 1402 to attempt to solve a long-standing “driver misclassification issue” for drivers who carry goods to and from ports in Southern California.
California employers may no longer ask job applicants or potential hires about criminal convictions during the hiring process, but they may still rescind conditional offers upon learning about convictions. New legislation effective January 1, 2018 prohibits employers with five or more employees from askin about criminal convictions under three circumstances: