Eureka Employment Attorneys

07/17/2025

Do you work in an “always-on” culture? Checking emails before your shift starts, required to attend meetings that interrupt your daily flow, forcing unpaid overtime, or resuming your in-box checking after dinner on your personal phone?

While California has not yet enacted a “right-to-disconnect” law, you still have rights that your employer may be violating and we may be able to help!

* Wage and Hour Violations. Non-exempt (“hourly”) employees working off the clock – even voluntarily—can trigger wage claims, class actions, and penalties under the Fair Labor Standards Act and California’s wage and hour laws.

* Mental Health and Burnout. Constant connectivity can lead to stress-related claims under the Americans with Disabilities Act, Family Medical Leave Act, and the California Fair Employment & Housing Act, as well as workers’ compensation rules.

* Privacy Concerns. After-hours work on personal or unsecured devices increases the risk of data breaches and non-compliance with laws such as the California Privacy Rights Act.

* Discrimination and Equity Concerns. An always-on culture may disproportionately impact parents, caregivers, and alternatively empowered employees -raising potential claims of discrimination or failure to accommodate.

If these issues are impacting you, schedule a free consultation to discuss whether we can be of assistance. Give us a call today!

Reach our offices directly:
Santa Barbara 805-845-9630
Eureka 707-267-7027
San Diego 619-684-6230

07/17/2025

Do you work in an “always-on” culture? Checking emails before your shift starts, required to attend meetings that interrupt your daily flow, or resuming your in-box checking after dinner on your personal phone? We may be able to help.

While California has not yet enacted a “right-to-disconnect” law, you still have rights that your employer may be violating.

* Wage and Hour Violations. Non-exempt (“hourly”) employees working off the clock – even voluntarily—can trigger wage claims, class actions, and penalties under the Fair Labor Standards Act and Californiaornia’s wage and hour laws.

* Mental Health and Burnout. Constant connectivity can lead to stress-related claims under the Americans with Disabilities Act, Family Medical Leave Act, and the California Fair Employment & Housing Act, as well as workers’ compensation rules.

* Privacy Concerns. After-hours work on personal or unsecured devices increases the risk of data breaches and non-compliance with laws such as the California Privacy Rights Act.

* Discrimination and Equity Concerns. An always-on culture may disproportionately impact caregivers, parents, and employees in different time zones—raising potential claims of disparate impact or failure to accommodate.

If these issues are impacting you, schedule a free consultation to discuss whether we can be of assistance. Give us a call today! Do you work in an “always-on” culture? Checking emails before your shift starts, required to attend meetings that interrupt your daily flow, or resuming your in-box checking after dinner on your personal phone? We may be able to help.

While California has not yet enacted a “right-to-disconnect” law, you still have rights that your employer may be violating.

* Wage and Hour Violations. Non-exempt (“hourly”) employees working off the clock – even voluntarily—can trigger wage claims, class actions, and penalties under the Fair Labor Standards Act and California’s wage and hour laws.

* Mental Health and Burnout. Constant connectivity can lead to stress-related claims under the Americans with Disabilities Act, Family Medical Leave Act, and the California Fair Employment & Housing Act, as well as workers’ compensation rules.

* Privacy Concerns. After-hours work on personal or unsecured devices increases the risk of data breaches and non-compliance with laws such as the California Privacy Rights Act.

* Discrimination and Equity Concerns. An always-on culture may disproportionately impact caregivers, parents, and employees in different time zones—raising potential claims of disparate impact or failure to accommodate.

If these issues are impacting you, schedule a free consultation to discuss whether we can be of assistance. Give us a call today! 707-267-7027

05/21/2025

No Federal Tax on Tips passes!

The Senate voted unanimously Tuesday to pass legislation that would eliminate the collection of federal taxes on tips, moving a step closer to fulfilling one of President Donald Trump’s key campaign promises. Sen. Ted Cruz (R-Texas) introduced the No Taxes on Tips Act earlier this year. Trump floated the proposal while stumping in Nevada during his 2024 presidential campaign, and the idea was quickly embraced by Democrats, too, including former Vice President and presidential contender Kamala Harris.

Democrats helped push the bill over the finish line Tuesday in a surprise move led by Sen. Jacky Rosen (D-Nev.), one of the measure’s co-sponsors. Republicans allowed Rosen to advance the bill through a unanimous consent agreement, where any lawmaker can go to the Senate floor and seek passage of legislation as long as no other senator lodges an in-person objection at that same time. Unanimous consent success rates are not high for major changes to the tax code, and the maneuver Tuesday took political observers by surprise.

“‘No taxes on tips’ was one of President Trump’s key promises to the American people,” Rosen said on the Senate floor. “And I am not afraid to embrace a good idea wherever it comes from. “ Cruz, in turn, praised Democrats for supporting the elimination of federal taxes on tips, which is expected to be part of the GOP’s party-line package of tax cuts and extensions, border security investments, energy policy and more.

“I’m proud of what the Senate just did, and I commend Democrats and Republicans even in a time of partisan division, coming together on a common-sense policy,” said Cruz. “I think that’s great for workers in all 50 states.”

Still, some tax experts panned the proposal, citing concern that it might overshadow more effective proposals for supporting tipped workers, who don’t typically pay high levels of federal income tax. Progressive groups also warned that the bill’s benefits would pale in comparison to the help workers would receive if Congress were to, say, expand the child tax and earned income tax credits.

At the same time, some unions representing hospitality workers, which typically support Democrats, endorsed the idea as a way to help workers keep pace with the rising cost of living.

12/31/2024

Here are some employment laws that will take effect in California in 2025:

Minimum wage: The state minimum wage will increase to $16.50 per hour for all employers. Exempt employees will need to earn a minimum of $68,640 annually.

Agricultural employee sick leave: Agricultural employees can use paid sick leave to avoid working in conditions created by a local or state emergency, such as smoke, heat, or flooding.

Retaliation: The Equal Pay and Anti-Retaliation Protection Act (SB-497) creates a rebuttable presumption of retaliation if an employer takes action within 90 days of an employee's protected activity.

Captive audience meetings: SB 399 restricts employers' ability to hold mandatory captive audience meetings with employees.

Independent contractor requirements: New requirements will be in place for independent contractors.

Leave rights: Expanded leave rights will be available to victims of violence.

Whistleblower rights: Employers must update policies to reflect changes to whistleblower rights.

Driver's license requirements: Employers must update policies to reflect changes to driver's license requirements.

FEHA applicability: Employers must update policies to reflect changes to FEHA applicability.

If you have questions about how these new laws impact your employment, give us a call at 805-845-9630. We always offer free consultations.

05/12/2020

California is taking the first significant step in reopening its economy this Friday, by reducing operational restrictions for certain businesses.

What opened on Friday 5/8?
• Select retailers with curbside pickup and delivery options. In-store shopping is still not permitted.
◦ Examples: Clothing, home and furniture, books, music, sporting goods, florists, etc.
• Some industries with workers spaced farther apart, using protective gear and sanitizing equipment.
◦ Examples: Manufacturing, warehouses, businesses with telework capability, construction, auto dealerships and car rentals

What didn't reopen?
• Offices, gyms, restaurants with dine-in service, shopping malls, museums, public beaches (except where approved with restrictions, i.e., Orange County), churches (in person), salons, bars, etc.

What are big cities planning to do?
• Los Angeles will effectively be following the state's relaxed restrictions on Friday, with the limited reopening of businesses. Parks, hiking trails, and golf courses will reopen on Saturday, but masks will be required.
• San Francisco and the rest of the Bay Area, however, have decided not to begin reopening just yet. The stay-at-home order for seven Bay Area jurisdictions, which began on March 17, still remains in effect and does not allow for curbside pickup from retailers.
• San Francisco Mayor London Breed said Thursday the city may begin reopening 10 days later on May 18.
• San Diego County will follow state guidance on reopening.
What about specific regions in California opening sooner?
The state will allow some regions in the state with fewer Covid-19 cases and deaths to further reopen if they meet a laundry list of requirements.
What is required for counties to relax restrictions?
• No more than 1 coronavirus case per 10,000 people for two weeks, and no Covid-19 related deaths for 14 days.
• A minimum daily capacity to conduct 1.5 tests per 1,000 residents, and at least 15 contact tracers per 1,000 residents.
• Availability of housing for at least 15% of homeless residents, along with sufficient disinfectant supplies and protective gear.
• Skilled nursing facilities must have a 14-day supply of PPE

More official information can be found on the state website here:

Official website for California Coronavirus (COVID-19) Response daily updates and resources. Stay home - save lives. Find information and services to help you and help others.

04/21/2020

The latest information on when you'll receive your CHECK:

If the IRS has your direct deposit information on file: the week ending April 17.
Paper checks for people with up to $10,000 in AGI: the week ending April 24.
Between $10,000 AGI and $20,000 AGI: the week ending May 1.
Between $20,000 AGI and $30,000 AGI: the week ending May 8.
Between $30,000 AGI and $40,000 AGI: the week ending May 15.
Between $40,000 AGI and $50,000 AGI: the week ending May 22.
Between $50,000 AGI and $60,000 AGI: the week ending May 29.
Between $60,000 AGI and $70,000 AGI: the week ending June 5.
Between $70,000 AGI and $80,000 AGI: the week ending June 12.
Between $80,000 AGI and $90,000 AGI: the week ending June 19.
Between $90,000 AGI and $100,000 AGI: the week ending June 26.
Between $100,000 AGI and $110,000 AGI: the week ending July 3.
Between $110,000 AGI and $120,000 AGI: the week ending July 10.
Between $120,000 AGI and $130,000 AGI: the week ending July 17.
Between $130,000 AGI and $140,000 AGI: the week ending July 24.
Between $140,000 AGI and $150,000 AGI: the week ending July 31.
Between $150,000 AGI and $160,000 AGI: the week ending Aug. 7.
Between $160,000 AGI and $170,000 AGI: the week ending Aug. 14.
Between $170,000 AGI and $180,000 AGI: the week ending Aug. 21.
Between $180,000 AGI and $190,000 AGI: the week ending Aug. 28.
Between $190,000 AGI and $198,000 AGI: the week ending Sept. 4.
All other checks (e.g., those who didn't have tax info on file): the week ending Sept. 11.

04/09/2020

U.S. DEPARTMENT OF LABOR ANNOUNCES NEW ACT GUIDANCE ON INSURANCE FOR STATES IN RESPONSE TO -19 CRISIS

The .gov means it’s official. Federal government websites often end in .gov or .mil. Before sharing sensitive information, make sure you’re on a federal government site.

04/06/2020

Coronavirus Relief Checks are reported to be coming via direct-deposit in a few days for eligible tax payers who have filed their 2019 or 2018 taxes and provided direct deposit information.

A married couple making less than $150k per year claiming 2 kids under age 17 should receive an automatic direct deposit of $3400.

Link to free Washington Post calculator and information:

Over 80 percent of American adults will receive a payment.

04/01/2020

-19 and Updates

The Pandemic Unemployment Assistance is a brand new program. The EDD will be working to serve unemployed Californians, including the self-employed.

For faster processing, read How to Set Up a UI Online Account (DE 2338H) (PDF) to help you apply for benefits. You can find the information here:https://www.edd.ca.gov/pdf_pub_ctr/de2338h.pdf

For help completing the application, call your local America’s Job Center of CaliforniaSM to schedule a phone appointment with an EDD representative. Contact information can be found here: https://www.careeronestop.org/LocalHelp/AmericanJobCenters/find-american-job-centers.aspx

It may take at least three weeks to process a claim for unemployment benefits and issue payment to most eligible workers, so act quickly.

CareerOneStop

03/23/2020

Helpful employee benefit information for those impacted by -19

State of California

03/18/2020

CALIFORNIA WORKING PARENTS dealing with school closures—
If your employer has 25 or more employees at the same location, you can take off up to 40 hours/year for school emergencies, including .
Notify your employer beforehand. If you face issues, give us a call.