A Business Attorney’s Perspective As a business law firm, we are often brought in after something has gone wrong — a customer injury, a contract dispute, a professional error, a cyber incident, or an unexpected claim from an employee. In many of those cases, the business either did not have the appropriate insurance in place or believed they were covered when they were not. Insurance may not be the most exciting aspect of running a business, but in California’s highly regulated and highly litigious environment, the right coverage can be the difference between a manageable issue and a major financial... READ MORE

In 2019, the State of California introduced a state-managed program that allows employees who work for companies that do not have a retirement savings plan to make contributions through payroll deductions towards their retirement. Since 2019, the state has gradually required larger employers over time to register with CalSavers. This year, employers with fewer than 5 employees must register with CalSavers no later than December 31, 2025. For employers that have a 401k or other qualified plan in place, they still must notify CalSavers through its website that they have such a plan in place. For employers who don’t have... READ MORE

With the holidays upon us, many employers plan holiday parties to celebrate the holiday season with their employees.  While holiday parties can be a great way for the company to celebrate the year and holidays and to spend time together, there are a few important considerations that employers must take into account when planning their holiday party to avoid risk and potential claims that could be raised by employees or third parties. Voluntary v. Mandatory Attendance Although employers will understandably want all of their employees to attend their holiday party, it is important to be clear that attendance is voluntary... READ MORE

As business attorneys, we’ve seen firsthand how quickly an unexpected event—whether natural disaster, cyberattack, or even a local power outage—can disrupt operations. When that happens, the businesses that recover fastest are the ones with organized, accessible financial and legal records. Preparedness isn’t just about emergency kits or insurance—it’s also about documentation. Losing critical business records can delay your ability to file insurance claims, apply for relief funds, or prove compliance in an audit. Keep Your Plan Current Your emergency plan should be reviewed annually to reflect changes in your operations, ownership, or location. The federal resource Ready.gov offers helpful checklists,... READ MORE

If you’ve ever dreamed of turning your home kitchen into a legitimate small food business, an expansion of California’s Microenterprise Home Kitchen Operations (MEHKO) program may be just what you’ve been waiting for. What AB 1325 Does Assembly Bill 1325, signed into law in July 2023, significantly expands opportunities for home-based food entrepreneurs. The law increases the meal limit from 60 to 90 meals per week and doubles the annual gross sales cap to $100,000. These changes give home cooks and small-scale caterers more flexibility to grow their businesses legally while staying within the MEHKO framework. Why It Matters for... READ MORE

The Governor recently signed new laws impacting California employers in 2026.  Below is a discussion of these new employment laws. Increased California Minimum Wage and Exempt Employee Salary Requirement Increases Beginning January 1, 2026, the California minimum wage will increase to $16.90 per hour. This will also increase the exempt employee salary requirement to $70,304.00. The City of Los Angeles minimum wage will remain at $17.87 per hour until its next scheduled increase on July 1, 2026. The Workplace Know Your Rights Act This new law, SB 294, establishes the “Workplace Know Your Rights Act” under which an employer will... READ MORE

A new California law, AB 692, will prohibit employer agreements entered into with their employees beginning January 1, 2026, that requires employees to repay costs or pay penalties when their employment ends.  However, there are key exceptions to this new law's prohibitions, including tuition reimbursement and retention bonus repayment so long as certain conditions are met.  Tuition reimbursement:  California will allow tuition reimbursement agreements to be enforced only if the following conditions are met: The agreement is set forth in a document other than the offer letter or employment contract. The amount to be owed must be specifically set forth before... READ MORE

Many employers are now using Artificial Intelligence (AI) to make or assist in making employment decisions, such as hiring, promotions, selection for training programs, or similar activities. Some examples of how AI is used in this context are screening resumes for particular terms or patterns; direct job advertisements or recruiting materials to targeted groups; assessing applicants’ or employees’ skills through questions, puzzles, games, or challenges; and analyzing audio or video recordings to evaluate, categorize, or recommend applicants or employees. The new regulations issued by the California Civil Rights Department and which came into effect October 1, 2025, prohibit employers from... READ MORE

As of July 1, 2024, all California employers (with limited exceptions) are required to implement a Workplace Violence Prevention Plan (WVPP) under Labor Code Section 6401.9—a law stemming from SB 553, which was passed in 2023. This sweeping legislation mandates written protocols, employee training, and workplace violence incident tracking—and is enforceable by Cal/OSHA. If you’re not compliant or unsure whether your WVPP is sufficient, you may be subject to citations and penalties for violations.  Click here to read our firm's original article with more details What Employers Must Have in Place: A written WVPP, either integrated into your Injury &... READ MORE

If you have exempt outside sales employees (like those who work on commission and are regularly out meeting customers), a new California court decision just made it easier to understand how to calculate their paid sick leave. The Issue There’s been confusion about how to calculate paid sick leave (PSL) for these employees — especially whether you should include commissions in the calculation. The Court’s Answer The court ruled: You can pay sick leave at their base hourly rate (excluding commissions) — as long as that’s how you pay them for other types of paid time off (like vacation or... READ MORE