Gurganus v. IGS Solutions LLC, 2025 WL 2944090 (Cal. Ct. App. 2025)
Sarah Gurganus sued her former employer (IGS Solutions) for violation of the Fair Employment and Housing Act (FEHA), including disability discrimination, wrongful termination and related claims. In response, IGS filed a motion to compel arbitration based upon an arbitration agreement that Gurganus electronically signed approximately five months into her employment with the
Caldrone v. Circle K Stores, Inc., 2025 WL 2811320 (9th Cir. 2025)
Three former employees of Circle K Stores sued, alleging age discrimination based upon Circle K’s denial of a promotion. The employees alleged that despite their “impressive track records” and indications on their part of interest in promotion, they were not given a chance to apply for the position of West Coast
Detwiler v. Mid-Columbia Med. Ctr., 2025 WL 2700000 (9th Cir. 2025)
Sherry M. Detwiler worked as a privacy officer and the Director of Health Information for a hospital (Mid-Columbia Medical Center) from September 2020, until her employment was terminated in December 2021. Detwiler is a practicing Christian who believes her body is a “temple of the Holy Spirit” and sincerely believes she has a “religious
McDoniel v. Kavry Mgmt., LLC, 114 Cal. App. 5th 949 (2025)
Steven McDoniel was employed by Kavry Management as an “assistant grower” at its licensed marijuana growing facility in Adelanto, California. After $70,000 in cash and marijuana were stolen from the storage room, employees were told, “Y’all need to go take a polygraph test.” The polygrapher, Rachel Levy, claimed she would not have
In recent years, it has become increasingly common for plaintiffs to sue anonymously—while at the same time identifying the defendant(s) by name as well as their alleged acts often in lurid and excruciating detail. A lawsuit, of course, is nothing more than a series of allegations and is not in and of itself proof of wrongdoing. But that fact offers cold comfort to those defendants
On October 12, 2025, Governor Gavin Newsom signed S.B. 294, the “Workplace Know Your Rights Act” (the “Act”). In response to recent immigration enforcement actions, the Act aims to educate workers on their civil rights in the workplace.
The Act sets forth two requirements.
First, it requires California employers to provide a stand-alone written notice to new hires and current employees advising them of
On September 30, 2025, California Governor Gavin Newsom signed into law AB 288, which amends the state’s labor law and significantly expands the power of its Public Employment Relations Board (“PERB”) to cover private-sector employees currently under the exclusive jurisdiction of the National Labor Relations Board (“NLRB” or “Board”).
Under AB 288, PERB can now conduct union elections, process unfair labor practice charges, seek injunctions
Just as the deciduous trees turn autumn orange and the pumpkin lattes start sloshing about, our busy-bee lawmakers in Sacramento have unveiled a whole new slate of rules and regulations to further finetune the workplaces of California! (Perhaps this year, they’ll finally get it “just right”!)
Here’s their latest handiwork:
| Summary & Impact on Employers | Law |
| Workplace Know Your Rights Act. By February 1, 2026 |
Renteria-Hinojosa v. Sunsweet Growers, Inc., 2025 WL 2351203 (9th Cir. 2025)
Annamarie Renteria-Hinojosa filed two putative class actions against her employer (Sunsweet Growers), alleging various wage and hour violations under California law, including PAGA. Renteria-Hinojosa’s employment was governed by two successive collective bargaining agreements (CBAs) between her union and Sunsweet. In response to the lawsuits, Sunsweet removed both actions to federal court, asserting federal