When does the statute of limitations period begin to run on a harassment claim?  The California Supreme Court has ruled in Pollock v. Tri-Modal Distribution Services, Inc. that the time to file a cause of action for failure to promote brought under the harassment provision of the Fair Employment and Housing Act (“FEHA”) starts to

On September 25, 2020, Governor Gavin Newsom signed Assembly Bill 3175, which amends Labor Code section 1700.52 regarding sexual harassment prevention training requirements of age-eligible minors prior to the issuance of entertainment work permits.  Previously, Section 1700.52 required a minor and the parent or legal guardian to complete the sexual harassment prevention training in

In 2018, California law extended anti-harassment training requirements to employers with 5 employees or more and mandated that non-supervisors also receive such training, in addition to supervisors. The original deadline for completion of that training was January 1, 2020.  Current California law requires employers with 5 or more employees to provide one (1) hour of

The California Court of Appeal, in its recent decision in Schmidt, et al. v. Superior Court, County of Ventura 2020 Cal. App. LEXIS 54 (January 22, 2020), affirmed the trial court’s ruling in favor of the employer, the Ventura County Superior Court.

Two court employees alleged that a security guard employed by a private company

Beginning January 1, 2020, agreements to settle employment disputes may no longer contain “no rehire” provisions, as California passes additional legislation spurred on by the #MeToo movement.  California joins Vermont and Oregon as the first states to prohibit “no rehire” provisions in employment settlement agreements.

“No rehire” provisions typically state that a former employee will

To ensure your business complies with the law and gets a dose of wellness, Jackson Lewis attorney Pamela Palpallatoc, RYT 200, and certified OfficeYogaTM instructor provides sexual harassment training integrated with yoga stretching, breathing and meditation. Yoga mats, fancy yoga pants, and sweating are all optional. Pamela has experience teaching in workplaces, where

California has joined a number of states in passing legislation purporting to prohibit mandatory arbitration agreements for sexual harassment and other claims. Such laws have gained popularity in the wake of the #MeToo movement, but are subject to challenge under Federal Arbitration Act (FAA) preemption principles.

Under Assembly Bill 51, signed by Governor Gavin Newsom

On August 30, 2019, Governor Gavin Newsom signed Senate Bill (SB) 778, which amends Section 12950.1 of the California Government Code. SB 778 extends California employers’ obligation from January 1, 2020 to January 1, 2021, to comply with sexual harassment trainings as outlined under California Government Code section 12950.1.

Please recall, per Govt. Code section

California employment law is changing once again.  By January 1, 2020, an employer having five or more employees will be required to provide at least one hour of sexual harassment training to all of its employees, once every two years. The training will be required to start within six months of the employee’s assumption of