California Employment Law Update
Jeremy M. Mittman

Jeremy M. Mittman

Special Employment Counsel

Jeremy Mittman is a special employment counsel in the Labor & Employment Law Department. He represents management in litigation of employment-related matters, including claims of unlawful discrimination, harassment, and retaliation, as well as state and federal wage and hour claims. In addition to litigation, Jeremy counsels clients on compliance with employment-related laws and on developing, implementing and enforcing personnel policies and procedures. He has represented employers in a variety of industries, including financial services, security services, and various entertainment and media companies.

Jeremy also is a member of the Privacy & Cybersecurity Group and International Labor & Employment Group, and a large part of his practice is focused on international employment issues. He works with clients on multi-country HR projects involving issues such as data privacy in Global Human Resources Information Systems, multi-country employment contracts, international background checks and noncompetition issues, terminations, immigration matters, and other HR actions. Jeremy also has assisted clients with complying with the EU Data Protection Directive and has substantial experience in drafting Safe Harbor certifications to the US Department of Commerce, as well as model contractual clauses to comply with EU law.

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New Notice Requirement For Domestic Violence Victims’ Rights To Go Into Effect (July 1, 2017)

As we previously blogged, Assembly Bill 2337 (approved by the Governor last fall) will go into effect on July 1, 2017, and California employers will be required to give written notice of workplace rights that must be provided to victims of domestic violence, sexual assault, and stalking. The Labor Commissioner has just posted a form … Continue Reading

California Further Limits Use of Criminal Background Information

California’s Fair Employment and Housing Council (“FEHC”) has finalized new regulations further limiting employers’ ability to consider criminal history when making employment decisions. The new FEHC regulations, which are scheduled to take effect on July 1, 2017, largely follow the EEOC’s 2012 Enforcement Guidance. In addition to the new FEHC regulations and existing California law, which … Continue Reading

LA’s Ban the Box Ordinance: New Rules and Regulations

As we reported here in December, the City of Los Angeles Fair Chance Initiative for Hiring Ordinance is now effective. The new law, also referred to as the “Ban the Box “ ordinance, restricts employers in the City of Los Angeles from asking job applicants about criminal convictions until after a conditional offer of employment … Continue Reading

Los Angeles’ New “Ban the Box” Ordinance Prohibits Employers From Asking Job Applicants About Their Criminal History

On December 9, Los Angeles Mayor Eric Garcetti signed the “Fair Chance Initiative” into law. The new law, also referred to as the “Ban the Box” ordinance, restricts employers in the City of Los Angeles from asking job applicants about criminal convictions until after a conditional offer of employment has been made. Although some exceptions … Continue Reading

California Requires Single-Occupancy Restrooms To Be “All Gender”

On the heels of North Carolina’s controversial legislation, which requires that people use the public restroom that corresponds to their biological gender rather than the gender with which they identify, California has gone in a different direction. On September 29, 2016, California Gov. Jerry Brown signed A.B. 1732, which requires all single-user restroom facilities in … Continue Reading

N.D. Cal.: Internal Whistleblowers Are Protected and May Sue Individual Directors

On October 23, 2015, the U.S. District Court for the Northern District of California largely denied a motion to dismiss a whistleblower retaliation claim brought by a company’s former general counsel, ruling that: (i) the Sarbanes-Oxley Act (“SOX”) and Dodd-Frank anti-retaliation provisions provide for individual liability against board members; and (ii) the Dodd-Frank anti-retaliation provision … Continue Reading

California Supreme Court Leaves Unanswered Questions in Independent Contractor Case

On Monday, June 30, 2014, the California Supreme Court handed down its decision in Ayala v. Antelope Valley Newspapers, a lawsuit brought on behalf of a group of newspaper delivery carriers who alleged that they had been misclassified as independent contractors instead of employees.  The trial court had initially denied certification, finding that common issues … Continue Reading
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