ARE YOU READY FOR THE NEW MINIMUM WAGE INCREASE IN CALIFORNIA? By Nazik Kalpakchyan, Esq. Effective January 1, 2026, the State of California’s minimum wage will increase to $16.90 per hour. This increase applies to all employers, regardless of size. This change also impacts the salary threshold for exempt employees. To qualify for the administrative, professional, or executive exemptions, employees must not only meet the duties test but also earn a salary equivalent to twice the state minimum wage. With the minimum wage rising to $16.90 per hour on January 1, 2026, the minimum annual salary for exempt employees will […]

Cal/OSHA has released a mid-year update to its required “Safety and Health Protection On the Job” notice. This notice explains employer safety responsibilities and employee rights, including how to report unsafe conditions or request a Cal/OSHA inspection. Employers are required to display it in a location where employee notices are typically posted. Links to the updated notice—available in both English and Spanish—are provided below for printing. English Version PDF Spanish Version PDF If you have any questions or need guidance on this addition to the “Safety and Health Protection On the Job Notice”, please contact us. We invite you to […]

Are You Ready for the New Minimum Wage Increase in California? By Luiza Manuelian   As of July 1, 2025, the minimum wage for the City of Los Angeles will be $17.87 for all employees covered by the Minimum Wage Ordinance. Specifically, those employees who perform at least two hours of work for an employer within the geographic boundary of the City of Los Angeles are entitled to earn the minimum wage. The Ordinance applies to all employers who are subject to the City of Los Angeles Minimum Wage Ordinance, including non-profits, regardless of size. Additionally, as of July 1, […]

At first, those of us representing California employers believed we finally got some good news dealing with PAGA claims when the Court of Appeals, Second District came out with its ruling in Leeper v. Shipt on December 30, 2024. In Leeper, the court ruled that every PAGA case necessarily includes an individual action, and as such, employers can compel arbitration of the individual component of a PAGA case even if the plaintiff did not specifically allege individual PAGA violations. Leeper, a former employee of Shipt, filed a PAGA action against Shipt in her solely in her representative capacity without alleging […]

What was practiced by trial courts is now confirmed by the California Court of Appeals in its two recent decisions: if a Plaintiff alleges wage/hour claims or any FEHA (Fair Employment Housing Act) claim and sexual harassment in their complaint, they can defeat a motion to compel arbitration for ALL claims. Get ready to see more sexual harassment claims added to wage/hour cases. In the two recent cases, California Court of Appeals expanded its definition of “claims” to include “case” so that if a complaint alleges sexual harassment as one of its causes of action, the entire case is excluded from […]

Artificial Intelligence (AI) is transforming industries globally, with California leading the way as a hub for technology and innovation. The deployment of AI technologies across various sectors brings substantial legal implications for employers in the state. This article delves into the legal aspects of AI’s impact on employers in California, focusing on areas such as compliance with data privacy laws, employment regulations, liability issues, and the ethical use of AI. I. Compliance with Data Privacy Laws The integration of AI into business operations necessitates strict adherence to data privacy laws. In California, the California Consumer Privacy Act (CCPA) and the […]