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Defend My Biz Defend My Biz protects and defends California Employers and business owners from employee and labor related issues. Lawyers fighting for Employer Rights

10/03/2026

캘리포니아의 새로운 2026년 고용법은 최저임금에만 국한되지 않습니다. 직원 통지, 채용 및 보너스 계약, 급여 데이터 보고, 동일임금 관행, 휴가 정책, 심지어 고용 관련 의사결정에서의 AI 사용까지 영향을 미칩니다.

이번 영상에서 DefendMyBiz는 고용주가 지금 검토해야 할 2026년 캘리포니아 고용법의 주요 변경사항을 설명합니다.

2026년 캘리포니아 고용주 행동 계획

다음 직원의 불만 제기, 감사 또는 정부기관 조사 전에:

✅ 임금 수준과 면제 직원 분류를 확인하세요
✅ 필수 직원 통지를 문서화하세요
✅ 채용 제안서와 상환 조항을 검토하세요
✅ 급여 데이터 보고 절차를 확인하세요
✅ 동일임금 관련 기록을 점검하세요
✅ 휴가 및 교육 관행을 업데이트하세요
✅ 고용 관련 의사결정에 사용되는 모든 AI 도구를 파악하세요
✅ 모든 시정 조치와 준법 검토를 문서화하세요

가장 큰 위험은 단순히 새로운 규정을 놓치는 것만이 아닙니다.

직원, 캘리포니아 노동위원회 또는 민권부(CRD)가 확인을 요구할 때 사업체가 법을 준수했다는 사실을 입증하지 못하는 것이 더 큰 위험이 될 수 있습니다.

로스앤젤레스, 남부 캘리포니아 및 캘리포니아 전역의 고용주에게 선제적인 법규 준수는 임금 청구, FEHA 청구, PAGA 관련 위험 및 비용이 많이 드는 고용 소송의 가능성을 줄이는 데 도움이 될 수 있습니다.

⚖️ 면책조항: 이 영상은 교육 및 정보 제공 목적으로만 제작되었으며 법률 자문을 구성하지 않습니다. 저는 변호사이지만 여러분의 변호사는 아닙니다. 구체적인 상황에 대해서는 적절한 법률 전문가의 도움을 받으시기 바랍니다.

DefendMyBiz를 구독하고 고용주와 사업주를 위해 제작된 실용적인 캘리포니아 고용법 업데이트를 받아보세요.

다음 시간까지, 생산적인 하루 보내세요.

10/02/2026

Las nuevas leyes laborales de California para 2026 van mucho más allá del salario mínimo. Afectan los avisos a los empleados, los acuerdos de contratación y bonificaciones, los informes de datos salariales, las prácticas de igualdad salarial, las políticas de licencia e incluso el uso de inteligencia artificial en las decisiones de empleo.

En este video, DefendMyBiz explica los principales cambios en las leyes laborales de California para 2026 que los empleadores deberían revisar ahora.

Plan de acción 2026 para empleadores de California

Antes de la próxima queja de un empleado, auditoría o investigación de una agencia:

✅ Verifica las tarifas salariales y las clasificaciones de empleados exentos
✅ Documenta los avisos obligatorios para empleados
✅ Revisa las cartas de oferta y las cláusulas de reembolso
✅ Confirma los procedimientos de informes de datos salariales
✅ Audita los registros de igualdad salarial
✅ Actualiza las prácticas de licencia y capacitación
✅ Identifica todas las herramientas de IA utilizadas en decisiones de empleo
✅ Documenta cada corrección y revisión de cumplimiento

El mayor riesgo no es simplemente pasar por alto una nueva regla.

Es no poder demostrar que tu empresa cumplió con la ley cuando un empleado, el Comisionado Laboral de California o el Departamento de Derechos Civiles solicite pruebas.

Para los empleadores de Los Ángeles, el sur de California y todo el estado, el cumplimiento proactivo puede ayudar a reducir el riesgo de reclamaciones salariales, reclamaciones bajo FEHA, exposición bajo PAGA y costosos litigios laborales.

⚖️ Aviso legal: Este video tiene únicamente fines educativos e informativos y no constituye asesoramiento legal. Soy abogado, pero no soy tu abogado. Busca representación legal competente para tus necesidades específicas.

Suscríbete a DefendMyBiz para recibir actualizaciones prácticas sobre las leyes laborales de California creadas específicamente para empleadores y propietarios de negocios.

Hasta la próxima, sé productivo.

10/02/2026

⚖️ Will Your California Arbitration Agreement Survive a Legal Challenge?

Having a signed arbitration agreement in every employee's personnel file doesn't necessarily end the analysis.
What happens when an employee challenges the agreement as overly broad, one-sided or otherwise unconscionable?

A 2026 Ninth Circuit decision provides California employers with a useful example.
In Cocom v. ABM Aviation, Inc., the Ninth Circuit reversed the district court's refusal to enforce the employer's arbitration agreement. Among other things, the appellate court determined that the agreement was limited to employment-related disputes and distinguished it from the broader language analyzed in Cook v. University of Southern California.

The narrower scope also affected the court's analysis of the agreement's duration and mutuality. The agreement additionally contained a severability provision, and the Ninth Circuit concluded that potentially problematic representative-action provisions could be severed.

For employers, the takeaway isn't to copy one phrase from this agreement.
Review the document as a whole.

Consider its scope, duration, mutual obligations, covered parties, incorporated arbitration rules, severability language and treatment of PAGA claims.
If your company's arbitration agreement hasn't been reviewed against recent California and federal decisions, consider having employment counsel evaluate it.

Follow DefendMyBiz for California employment-law information specifically for employers and business owners.

10/01/2026

AI can help employers process hundreds of applicants quickly, but efficiency doesn't eliminate employment-law risk.

As discussed in this video, California's FEHA regulations address automated decision systems used to make or assist with employment decisions.
That matters when hiring technology is being used to score, rank, recommend or screen applicants.

Employers should not assume that using a third-party vendor automatically shifts responsibility away from the business.
Consider asking your AI hiring vendors what anti-bias or validation testing they conduct, what groups are evaluated, how frequently testing occurs and what the results show.
Then examine your own hiring outcomes.

Employers should also build meaningful human review into the process. A manager simply approving whatever the software recommends isn't the same thing as independently evaluating the recommendation.

Documentation matters, too. According to the regulations discussed in this video, relevant automated-decision-system employment records should be retained for at least four years.

The practical takeaway:
Know what AI your company is using, understand how it's influencing hiring decisions, review the outcomes, preserve the records and make sure a qualified person remains involved in the decision.

AI may make hiring faster. But if something goes wrong, employers should be prepared to explain how the technology was used.
Follow DefendMyBiz for California employment-law information specifically for employers and business owners.

09/29/2026

One of the most important is resilience.

Owning a business means accepting that things won’t always go according to plan. Some decisions will work. Others won’t. And sometimes the experience you initially consider a failure becomes the one that teaches you the most.

Successful entrepreneurship isn’t necessarily about avoiding every failure. It’s about being willing to learn, adjust and approach the problem differently the next time.

Fail → Learn → Adjust → Improve

Building a business isn’t always easy or fun, but overcoming those difficult moments can be part of what makes entrepreneurship so rewarding.
Business owners: What skill would you put at the top of the list for a successful entrepreneur?

Follow DefendMyBiz for more conversations about entrepreneurship, leadership, business and protecting what you build.

09/28/2026

AI驱动的招聘工具可以提高招聘效率，但也可能给加州雇主带来重大的劳动法风险。

当技术被用于协助作出与就业相关的决定时，加州FEHA关于自动化决策系统的规定可能适用。这可能包括用于以下用途的工具：

📄 筛选简历
🏆 对求职者进行排名
🎮 对候选人进行评估测试
🎥 分析面试表现
🧠 进行性格或心理评估
📅 协助作出与招聘相关的决定

09/26/2026

AI 기반 채용 도구는 채용 절차를 더 빠르게 만들 수 있지만, 캘리포니아 고용주에게 상당한 고용법상 위험을 초래할 수도 있습니다.

자동화된 의사결정 시스템을 규율하는 캘리포니아 FEHA 규정은 기술이 고용 관련 의사결정을 지원하는 경우 적용될 수 있습니다. 여기에는 다음과 같은 용도로 사용되는 도구가 포함될 수 있습니다:

📄 이력서 심사
🏆 구직 지원자 순위 평가
🎮 지원자 평가 실시
🎥 면접 분석
🧠 성격 또는 심리 평가 실시
📅 채용 관련 의사결정 지원

09/25/2026

Las herramientas de contratación impulsadas por inteligencia artificial pueden agilizar el proceso de reclutamiento, pero también pueden generar importantes riesgos relacionados con las leyes laborales para los empleadores de California.

Las regulaciones de la FEHA de California que rigen los sistemas automatizados de toma de decisiones pueden aplicarse cuando la tecnología ayuda a tomar decisiones relacionadas con el empleo. Esto puede incluir herramientas utilizadas para:

📄 Filtrar currículums
🏆 Clasificar a los candidatos
🎮 Administrar evaluaciones de candidatos
🎥 Analizar entrevistas
🧠 Realizar evaluaciones de personalidad o psicológicas
📅 Ayudar a tomar decisiones relacionadas con la contratación

09/24/2026

⚖️ Your Arbitration Agreement May Not Stop a PAGA Claim

Many California employers assume that once an employee signs an arbitration agreement, a future PAGA claim automatically stays out of court.

The cases discussed in this video show why the reality is more complicated.

Following Viking River Cruises v. Moriana and Adolph v. Uber Technologies, an employee's individual PAGA claim may be sent to arbitration while the representative component of the PAGA case can potentially continue in court.

Employers also face developing questions surrounding so-called “Headless PAGA” cases, where a plaintiff attempts to pursue representative claims without an individual PAGA claim.

And the arbitration agreement itself isn't the only concern.

Sexual-assault or sexual-harassment allegations can raise separate issues under the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, while missed arbitration fee deadlines can jeopardize an employer's ability to enforce arbitration.

For California employers, this is a good time to review whether existing agreements contain appropriate mutual obligations, class-action waivers, cost provisions and severability language, and whether internal procedures ensure arbitration fees are handled on time.

An arbitration agreement can still be valuable. But employers shouldn't treat it as an automatic shield against PAGA exposure.

Follow DefendMyBiz for California employment-law information specifically for employers and business owners.

09/22/2026

📉 California’s Unemployment Rate Is Falling. What Does That Mean for Employers?

California reported a 5.2% statewide unemployment rate for June 2026, according to the California Employment Development Department update referenced in this video.

Does that mean finding qualified employees is suddenly going to become easier?

Not necessarily.

Labor-market conditions can vary considerably by region, industry and occupation. A restaurant may continue struggling to recruit experienced cooks while another business begins receiving significantly more applications than it did last year.

For employers, changing labor conditions are an opportunity to evaluate more than applicant volume.

Review your job descriptions, screening procedures and interview practices. Make sure hiring managers are applying consistent standards. And don't overlook retention, competitive compensation, scheduling and workplace culture can affect whether your strongest employees stay.

More applicants can be good news, but employers should resist the temptation to rush screening or become inconsistent in how candidates are evaluated.

A changing labor market doesn't eliminate employment-law risk. It changes the environment in which you're hiring.

Follow DefendMyBiz for California employment-law updates and practical information specifically for employers and business owners.

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