With tariffs and trade tensions dominating headlines, many U.S. businesses—especially those in manufacturing and distribution—are bracing for the financial ripple effects. Sudden shifts in international trade policy or government regulation can upend even the best-laid business plans, increasing costs overnight and throwing contracts into chaos. A recent issue with one of our clients brought this into sharp focus. We’re now advising businesses to proactively update their force majeure clauses to include specific language addressing tariffs, embargoes, and regulatory changes that could render performance commercially impractical or unsustainable. Traditionally, force majeure clauses were designed to excuse performance during unforeseeable events like... READ MORE

April was a busy month in Sacramento following legislators’ Spring recess. As the 2025 legislative session progresses, California lawmakers introduced several bills that could have a significant impact on employment law in the state. While it's still early to determine which bills will move forward, these proposed changes could greatly influence how California employers operate. Key Proposed Employment Laws AB 1018: Regulating Automated Decision Systems Assembly Bill 1018 seeks to regulate the use of automated decision-making systems, including artificial intelligence (AI) and machine learning, that influence hiring, promotions, performance reviews, and pay. Under this bill, employees would have the right... READ MORE

As we wrap up Q1, now is the perfect time to take a closer look at your HR practices before heading into the next quarter. At Chase Law Group, we regularly see avoidable HR missteps turn into costly legal problems for businesses—especially in California, where employment laws are constantly evolving. Here are a few key areas to review. Common HR Mistakes That Could Cost You: 1. Misclassifying Employees and Contractors Misclassifying workers can trigger serious penalties. With strict state standards, it’s critical to ensure your 1099 contractors aren’t legally employees. 2. Outdated Employee Handbooks A compliant, updated handbook protects both... READ MORE

Spring isn’t just a time for cleaning—it’s also the perfect time for corporations and LLCs to take care of important annual legal formalities. Whether you’re a solo entrepreneur or manage a growing company, your annual meeting and related documentation are essential to keeping your business compliant and protected. What Is an Annual Meeting? An annual meeting is a formal gathering of a corporation’s shareholders and/or board of directors, or an LLC’s members and managers, to review the company’s performance, approve important decisions, and reappoint leadership if needed. Whether you’re running a single-member LLC or a corporation with a board and... READ MORE

Classifying your workers correctly has never been more important—or more challenging. In California, the distinction between independent contractors and employees continues to evolve, and misclassification can lead to serious legal and financial consequences, including penalties, back pay, and tax liabilities. As we move into 2025, it’s essential for business owners to understand how worker classification is determined and what has changed in the law. Understanding the ABC Test Under California’s AB 5, most workers are presumed to be employees unless the hiring business can satisfy all three parts of the ABC test: A. The worker is free from the control... READ MORE

If you own a business, you may have heard the term “registered agent” but might not fully understand its importance—until it’s too late. A registered agent is a designated person or service responsible for receiving legal documents, lawsuits, subpoenas, and official government notices on behalf of a business.   Why It Matters   Having a reliable registered agent ensures that if your business is sued or subpoenaed, you are promptly notified and can take action. Without one, you risk missing critical legal deadlines, which can lead to default judgments, penalties, or even losing your case without having a chance to defend yourself.  ... READ MORE

California has some of the most employee-friendly labor regulations in the country, which can make it challenging for employers to navigate. In particular, wage and hour violations can lead to significant penalties and exposure for both small and large businesses. While employers often believe they have met their wage and hour obligations by issuing a legally compliant employee handbook, they often fail to ensure that their actual wage and hour practices align with all labor code requirements, leaving them exposed to costly employee claims and lawsuits. By periodically having an experienced employment attorney review their practices, employers can identify discrepancies... READ MORE

Your brand is one of your most valuable assets, yet many businesses fail to take the time or invest in trademark and copyright protections—often believing it’s unnecessary or too expensive. The reality? Skipping these steps can cost you far more in the long run. Without legal protection, you could face copycats, brand confusion, legal disputes, or even the loss of your business identity. Trademarks vs. Copyrights: What’s the Difference? Trademarks protect your business name, logo, slogan, or other brand identifiers that distinguish you from competitors. Registering a trademark ensures no one else can use a confusingly similar mark in your... READ MORE

As business attorneys, we see it all too often—contracts that are outdated, unclear, or worse, unenforceable. A contract is meant to protect your business, yet many companies operate with agreements that haven’t been reviewed in years. As we step into 2025, now is the perfect time to give your contracts a fresh look and ensure they’re working for you, not against you. Why Contract Reviews Matter Laws change, business relationships evolve, and what worked a year ago may no longer be in your best interest. In California, new laws taking effect in 2025 could impact employee rights, workplace policies, independent... READ MORE

Effective January 1, 2025, the standard mileage rates for use of a car, van, pickup, or panel truck will be 70 cents per mile, which is an increase of three cents from 2024. Therefore, employers are advised to reimburse employees who use their own personal vehicle for work purposes based on this new IRS rate, as it will be deemed reasonable and sufficient for purposes of reimbursing employees for work-related expenses pursuant to Labor Code section 2802. Alternatively, if employers use some other method for reimbursing their employees for the use of their personal vehicle for work purposes, they must... READ MORE