This post is a little different from my usual employment law updates. Lately, I’ve been thinking a lot about college—not from a legal or employer perspective, but as a parent. My son is at the stage where he’s weighing his college options, and it’s sparked a lot of reflection. Writing this helped me organize the
Latest from California Employment Law Report
Friday’s Five: California Court Confirms Written Meal Break Waivers are Valid—What Employers Need to Know
This week’s Friday’s Five covers an important new court decision that offers clarity—and relief—for California employers navigating the state’s complex meal period rules.
In Bradsbery v. Vicar Operating, Inc., the California Court of Appeal confirmed that written, prospective meal period waivers for shifts lasting five to six hours are valid and enforceable—so long as
Back to Compliance Basics: A Practical 2025 Checklist for California Employers
As we move deeper into 2025, it’s the perfect time for California employers to return to the fundamentals. With ever-evolving employment laws and aggressive enforcement—especially around wage and hour issues—getting the basics right can mean the difference between smooth operations and costly litigation.
As a preview to our upcoming webinar, “Wage and Hour Back to
Fomites in the Workplace: How Subtle Carriers of Culture Can Disrupt Your Company
In the medical world, a fomite is an inanimate object—like a doorknob or keyboard—that can transmit infectious agents from one person to another. While not inherently harmful, fomites become dangerous when they carry viruses that infect new hosts.
This concept has surprising relevance in the workplace. At Zaller Law Group, we’ve seen firsthand how workplace
Top 5 Onboarding Tips for California Employers: What to Get Right in the First 90 Days
The first 90 days of employment are more than just an adjustment period—they’re a critical window to engage new hires, reduce turnover, and avoid legal risks. For California employers, where employment laws are especially protective of workers, effective onboarding is both a best practice and a compliance must.
Here are the top five things every
California’s Pay Data Reporting Deadline is May 14, 2025 for Employers with 100 or More Employees or Contracted Employees
California employers must begin preparing now to meet the May 14, 2025 deadline for the state’s pay data reporting obligations. As mandated by California law, private employers with 100 or more employees and/or 100 or more workers hired through labor contractors in the prior calendar year must submit detailed pay data reports to the California
How to Conduct a PAGA Audit: 5 Key Areas California Employers Must Review
California’s 2024 reform to the Private Attorneys General Act (PAGA) was intended to ease the burden on employers—but only for those who can demonstrate a real, documented effort to comply with wage and hour laws.
Under the revised law, employers now face reduced penalties if they take proactive steps to comply:
- 15% of the applicable
Five Key Things California Employers Need to Know About EDD Enforcement and Independent Contractor Classification in 2025
In 2025, my firm is seeing a noticeable uptick in enforcement actions by the California Employment Development Department (EDD), particularly around the classification of workers as independent contractors. While it’s purely speculative, this rise in audits and assessments could be partially driven by the state’s ongoing budget shortfalls, as California seeks to recover unpaid payroll
California Employers: Don’t Get Caught Off Guard—5 Essential Record Retention Reminders
Employers in California should periodically review their employee documentation and record retention policies to ensure compliance with state laws. Below are five critical areas to audit as of 2025:
1. Are Employee Time Records Maintained for at Least Four Years?
California law requires employers to track hourly employees’ start and stop times, meal periods, and total
Form I-9s: Navigating Compliance in 2025
In light of the Trump administration’s heightened focus on immigration enforcement, our law firm has been inundated with inquiries from employers seeking guidance on I-9 compliance. The complexities surrounding employment verification have become a pressing concern for many businesses, prompting us to address these issues head-on. Recently, we hosted two webinars that attracted over 500