Recent Blog Posts
What Employers Should Know About Mediation in California
As defined within the 2024 California Rules of Court, mediation is a process through which a “neutral person facilitates communication between the disputants to assist them in reaching a mutually acceptable agreement.” Mediation is a highly effective tool to resolve a wide range of legal conflicts, including employment discrimination claims, wrongful termination claims, wage… Read More »
California Supreme Court Rules Single “Slur” Sufficient for Employer Liability
On July 29, 2024, the California Supreme Court ruled that a single discriminatory “slur”” uttered in the workplace is sufficient to establish employer liability for discrimination. In the case of Twanda Bailey v. San Francisco District Attorney’s Office, et al., the court held that the employer is liable for a breach of the state’s… Read More »
Key Points Employers in California Should Know About Wage Payment Laws
California has among the country’s most comprehensive wage payment laws. A business or organization that breaches the state’s Labor Code can face serious financial sanctions. At Sloat Law Group, APC, we are committed to providing proactive workplace solutions for employers, including helping them navigate wage and hour issues. Within this blog post, our employment… Read More »
Appeals Court in California Upholds Age Discrimination Judgment (A Lesson for Employers)
Earlier this year, the California Third District Court of Appeal upheld an age discrimination judgment in favor of an employee. In the case of Hoglund v. Sierra Nev. Memorial-Miners Hosp., the appellate court found sufficient evidence to justify a finding of age-based discrimination. Here, our California employer litigation lawyer analyzes the case in more… Read More »
Top Ten 2025 Labor and Employment Law Updates
1. Increase in Minimum Wage As of January 1, 2025, the minimum wage laws in California require employer to increase from $16.00 per hour to $16.50 per hour as minimum pay for all employees. This increase in minimum wage means that exempt employees in California must earn a minimum annual salary of $68,640 per… Read More »
New Employment Ordinance Takes Effect in Los Angeles County (Fair Chance Law)
Effective September 3, 2024, the Fair Chance Initiative for Hiring Ordinance (FCIHO) officially took effect in Los Angeles County. The local ordinance is designed as a complement to California’s so-called “Ban the Box” regulations and it applies to employers with locations or employees in the Los Angeles County. It is crucial that all employers… Read More »
California’s PAGA Reform Emphasizes Importance of Proactive Labor Violation Cure by Employers
The California Private Attorneys General Act (PAGA) is a state law that allows workers to sue employers directly for Labor Code violations, on behalf of themselves and other “aggrieved employees.” Businesses and organizations have struggled to navigate this law because relatively minor violations can result in serious liability and penalties. On July 1, 2024,… Read More »
California Company Will Pay More than $100,000 to Resolve Hiring Discrimination Case (a Good Lesson for Employers)
On June 4, 2024, the Department of Labor (DOL) confirmed that Arakelian Enterprises Inc.—a California-based waste collection and recycling company—will pay more than $100,000 to resolve a hiring discrimination case. The company, a federal contractor subjected to heightened standards, was sued for discriminating against female job applicants. Here, our California employment lawyer discusses the… Read More »
California Employers to Finalize Workplace Violence Prevention Plan
Virtually all businesses and organizations in California—regardless of their size—must have a comprehensive workplace violence prevention plan in place by July 1, 2024. However, it’s not too late. Employers that do not currently have a workplace violence prevention plan in place, should create and implement one to comply with the new legal requirement. Here,… Read More »
Employer Prevails in Major Case in California: No Monetary Penalties if Reasonable, Good Faith Dispute Over Wages
On May 6, 2024, the California Supreme Court issued a decision in favor of employers. In the case of Naranjo v. Spectrum Sec. Servs., Inc., the state’s top court found that employers are not liable for monetary penalties if there is a reasonable and good faith dispute over whether wages were owed to an… Read More »