The California Court of Appeal recently issued a decision in Guild Mortgage Company LLC v. CrossCountry Mortgage LLC. In this case, Guild alleged that CrossCountry conspired with Guild employees while they were still employed by Guild to recruit coworkers, divert customers, convert active loan applications, and access/copy confidential information. The decision held that California employees owe a duty of loyalty to their employers and while they may prepare to compete with their employer before ending their employment, they may not transfer their loyalty to a competitor before leaving. Additionally, the court in this decision found that a manager may owe... READ MORE

Effective July 1, 2026, all employees working in the City of Los Angeles at least two hours in a particular week within the geographic boundaries of the City of Los Angeles, must be paid at least $18.42 per hour, up from the current $17.87. Additionally, employees working at least two hours in a particular work week in unincorporated County of Los Angeles are entitled to $18.47 per hour. Employers should note that these increases cover employees who work remotely from their home or other worksites that are within these geographic areas. Other cities in the Los Angeles area that will... READ MORE

Watch DeAnn at Her Desk: In less than two minutes, DeAnn explains why every business owner should have a succession plan, and how the right documents can help protect both your business and your family. It's a question we've been hearing more often from business owners: “What happens to my business if I die?” Most business owners have spent years (sometimes decades) building something valuable. Naturally, they want to know that if something unexpected happens, their family will be able to preserve that value and make informed decisions about the future of the business. The reality is that many businesses... READ MORE

For years, California businesses have used “stay-or-pay” agreements as a safety net. The logic was simple: if we invest thousands in your signing bonus, relocation, or training, you should stay long enough for us to see a return. If you leave early, you pay us back. But under AB 692, that safety net is largely gone. Effective January 1, 2026, California heavily restricts or outright bans contracts requiring employees to repay certain “debts” upon leaving a job. Regulators increasingly view these provisions as unlawful restraints that discourage employees from leaving their jobs. What Agreements Could Create Problems? If your employment... READ MORE

California employers are already familiar with pay transparency laws, but SB 642 adds new requirements businesses should not overlook. Effective January 1, 2026, the law expands pay transparency rules and increases the importance of accurate, consistent compensation practices. One major change impacts job postings. If your business has 15 or more employees, job listings must now include a realistic “good faith” salary or hourly wage range you actually expect to offer upon hire. In other words, broad or overly flexible ranges that do not reflect a real starting point may create problems. SB 642 also expands what may be considered... READ MORE

AI tools like ChatGPT and Claude are now part of everyday business life. Forward-thinking business owners are using them to draft emails, answer baseline HR questions, and even analyze complex legal situations. And honestly? AI can be a fantastic starting point. But here’s the bigger question: What actually happens when you use an AI-generated contract or template and hand it to someone to sign? The Danger Isn’t What’s There. It’s What’s Missing. The biggest risk with AI contracts isn’t usually a glaring error. It’s what is completely left out or clauses that appear "legal" but are incomplete or incorrect. There... READ MORE

If you’ve been meaning to circle back on the new 2026 employment laws, this is your reminder. One of the most overlooked updates under California’s Workplace Know Your Rights Act (SB 294) came with a key deadline: March 30, 2026. By that date, employers were required to give all current employees the opportunity to designate an emergency contact to be notified if they are detained or arrested during work or while performing job duties. If you didn’t implement this—or aren’t sure if you did—you’re not alone. But this is one area worth addressing now rather than later. Why it matters... READ MORE

Many businesses start the same way: a conversation, a shared vision, and a handshake. When family is involved, trust often replaces formal agreements. Things often run smoothly in the beginning, until a lack of clarity starts to surface, and the effects reach your team, your clients, and the business overall. As the business grows, informal arrangements can create confusion around ownership, roles, and decision-making. And when something changes such as a disagreement, a new partner, or an unexpected life event, those gaps can quickly turn into conflict. Where things can break down Ownership interests become unclearContributions (time, money, ideas) are... READ MORE

As the first quarter comes to a close, now is the time for employers to step back and evaluate whether key compliance areas are on track. Many businesses implement updates at the start of the year—but Q2 is often when gaps begin to surface. A proactive review now can help reduce risk, avoid disruptions, and keep your operations running smoothly. Key Areas to Revisit Wage and Hour Practices Confirm employee classifications, overtime calculations, and payroll processes are consistent with current requirements. Required Notices and Workplace Policies Ensure required postings, handbook updates, and employee acknowledgments are current and properly documented. Retirement... READ MORE

Strategic partnerships can be a powerful way to grow your business. Whether you’re collaborating on a product, co-hosting events, or combining services, the upside is clear. What’s often less clear is who owns what—and how the money is shared. From a legal standpoint, that’s where problems tend to begin. Who Owns The Intellectual Property? If your partnership creates something new, a brand, content, program, or product, you need to define ownership upfront. Without an agreement, both parties may claim rights, which can stall growth or lead to disputes. Ask early: Who owns what is created together?Can either party use it... READ MORE