A recent decision by the California court of appeal in Velarde v. Monroe Operations, LLC set forth the importance for employers to present arbitration agreements to employees in a fair and non-coercive manner.  Although employers can require that employees sign an arbitration agreement as a condition of employment or condition of continuing employment, the manner in which the arbitration agreement is presented to employees is critical to being able to enforce the arbitration agreement once it’s been signed.  Specifically, the Velarde court found on a motion to compel arbitration filed by the employer that the arbitration agreement was procedurally unconscionable,... READ MORE

Effective July 1, 2025, minimum wage will increase as follows: Los Angeles minimum wage will be $17.87 per hour for any employee who works at least two hours per week within Los Angeles including part time and full time and temporary employees. This includes any employees who work remotely from home in Los Angeles. Additionally, employees working in unincorporated Los Angeles County or Santa Monica are entitled to at least $17.81 per hour.  California’s minimum wage remains at $16.50 per hour. If you have any questions regarding the application of these increases in minimum wage, contact our employment attorney Scott Liner... READ MORE

As summer approaches, many businesses look to hire seasonal workers or interns. Whether you're bringing teens on board to support operations or welcoming student interns for short-term projects, it's critical to understand your legal obligations—especially in California, where labor laws are strict. Hiring Minors? Start with Work Permits and Safety Employers must obtain a valid work permit before hiring anyone under 18—even during the summer. Permits must be signed by the minor, their parent or guardian, and submitted to the school district for approval. Once issued, the permit outlines legal work hours and restrictions based on the minor’s age. Key... READ MORE

In a recent decision issued by the California court of appeal, La Kimba Bradsbery et al. v. Vicar Operating, Inc. (2025) the court confirmed that an employer does not need to obtain a meal break waiver each time an employee chooses to skip a meal break. Rather, a single advance meal break waiver is sufficient. Specifically, in California, employees who work less than 6 hours may agree to waive their meal break, so long as the waiver is entered into voluntarily by the employee and is not coerced by the employer and includes language that the employee can revoke this... 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

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

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

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

California is once again leading the way in labor protections, this time with the Freelance Worker Protection Act (FWPA), which takes effect on January 1, 2025. If your business hires freelance workers, it’s time to prepare for significant changes in how you engage with independent contractors. Here’s what you need to know about the FWPA and how to ensure compliance. The Basics of the FWPA The FWPA establishes baseline protections for freelance workers and applies to contracts worth $250 or more. These protections include requirements for written contracts, timely payment, and anti-retaliation measures. Inspired by a similar ordinance enacted in... READ MORE