For small businesses long-term success requires more than just a great product or service. It also demands careful attention to legal matters to ensure compliance, mitigate risks, and protect the business's interests. As business attorneys, we've identified several key legal must-haves that every business should implement to lay the groundwork for sustainable growth and success. Choosing the Right Legal Structure First and foremost, every business needs a solid legal structure. Whether you're a sole proprietorship, partnership, limited liability company (LLC), or corporation, choosing the right legal structure is essential for protecting your personal assets, minimizing tax liabilities, and defining your... READ MORE

Virtually every company has developed product details, such as recipes or processes of manufacturing, or even customer purchasing information that it wants to protect from disclosure to competitors and the public.  To protect this critical data, which would be considered trade secrets or confidential information, depending on the nature of the information,  companies must take key steps to ensure it is not taken by employees whether intentionally or inadvertently. A Non-Disclosure Agreement (NDA) also referred to as a Confidential Information and Inventions Agreement, is an effective and necessary tool which both notifies employees of what the company considers its trade... READ MORE

As spring approaches, we urge business owners to prioritize their compliance with corporate, federal, and legal requirements. It's a critical step in ensuring your business stays on track and avoids potential pitfalls down the road. Here's how Chase Law Group, with its wealth of experience and expertise, can guide you through each aspect of compliance and beyond: Tailored Expertise Across Industries and Stages: With years of experience assisting businesses of all sizes, types, and industries, our firm understands the unique challenges you face. Whether you're a startup carving out your niche, a growing enterprise navigating expansion, or an established corporation... READ MORE

Last year California passed SB 553, which is now Labor Code Section 6410.9, a first in the nation law requiring employers to implement a Workplace Violence Prevention Plan (“WVPP”).  The new law mandates that employers create and implement a WVPP no later than July 1, 2024.  The WVPP must comply with key requirements of the new law, which will be enforced by Cal/OSHA, who may issue citations and penalties for violations. Section 6401.9 applies to all California employers, with the following exceptions: Employers who are already covered by the Workplace Violence Prevention in Healthcare standard (or employers that already comply... READ MORE

When employers interview job candidates, they appropriately focus on questions that will obtain information they need to hire the right person. However, they must also be sure that they do not ask questions that are prohibited under California law and that can potentially lead to lawsuits including those for discrimination. California employers with five or more employees are covered by the California Fair Employment & Housing Act (FEHA) which prohibits discrimination based upon age, ancestry, color marital status, medical condition, national origin, physical disability, religion, sex or sexual orientation, and military status. (Employers with fewer than five employees should also... READ MORE

As we step into 2024, small businesses may face evolving regulations. From the Corporate Transparency Act to the nuanced IRS reporting rules and the watchful eye of the Consumer Financial Protection Bureau (CFPB), business owners must be aware of these areas. In this article, we share a few key regulatory changes to keep an eye on for 2024. Stay informed, stay compliant, and stay ahead with these insights. Corporate Transparency Act & Registering with FinCEN Starting on January 1 2024, your company may be required to report information about the people who own or control it to the US Treasury... READ MORE

Time to Revisit Your Arbitration Agreement: Courts Issue Significant Decisions Regarding Arbitration Agreements In a significant decision for employers, in January 2024 a federal court in the case of Chamber of Commerce of the USA et al. v. Becerra, et. al. issued a permanent injunction barring California from enforcing Assembly Bill 51 which forbid employers from requiring arbitration agreements as a condition of employment.  The recent decision ends a recent period of time of uncertainty as the case went through the appeals courts, and only voluntary arbitration agreements could be entered into with employees. Based upon the decision, California employers... READ MORE

In recently passing two separate bills, Assembly Bill 1076 and Senate Bill 699, California has further strengthened its prohibition on non-compete agreements between employers and employees. California’s existing law, Business & Professions Code section 16600 already established that such agreements are void with very limited exceptions. However, the legislature remained concerned that some employers were still using non-compete agreements with employees as a deterrent. Therefore, California enacted Business & Professions Code section 16600.5 which effective January 1, 2024 will make it unlawful for an employer to even enter into a non-compete agreement with their employees. Employers who violate the new... READ MORE

Effective January 1, 2024, California will require all employers to increase the amount of paid sick leave to their employees from the current requirement of 3 days to the new requirement of 5 days per year. The new law, SB616, signed by Governor Newsome on October 4, applies to all employers regardless of size. Note that certain municipalities provide greater paid sick leave, such as the City of Los Angeles. Employers that fall under those municipalities’ laws must provide the greater amount of paid sick leave and also comply with the requirements set forth below. The new law increases the... READ MORE

The state of California currently sets the minimum wage rate at $15.50 per hour. However, for employers with employees that work in specific cities (see below) the employers must also comply with local city minimum wage requirements when it is higher than the state mandated rate. Effective July 1, 2023, employers with employees in the following local cities, and unincorporated Los Angeles, will need to increase their minimum wage rate of pay as follows: Los Angeles City: $16.78/hour;Los Angeles County (unincorporated areas): $16.90/hour;Malibu: $16.90/hour;Pasadena: $16.93/hour;Santa Monica: $16.90/hour; andWest Hollywood: $19.08/hour   Employers whose employees work remotely in any of these... READ MORE