Taking time off after domestic violence, sexual assault, or stalking isn’t a luxury or something that’s “nice to have.” It’s a protected right under California law. Despite this, some Pasadena employees face subtle or overt negative consequences after using this time. Reduced hours, disciplinary actions, and even termination may follow. When that happens, it may […]
You reported harassment at work. Shortly after, your contract wasn’t renewed. You weren’t formally terminated; there was no dramatic confrontation, and your employer didn’t say anything about your harassment complaint—although your non-renewal would not constitute wrongful termination, it could still be illegal. Under California law, non-renewal may qualify as unlawful retaliation. At Riggins Law, we
You’ve requested disability accommodations at work, and now, you’ve been fired. This situation can feel sudden, confusing, and unfair. In some cases, it’s also illegal. There are federal and California laws that protect employees requesting reasonable accommodations for a disability. When an employer retaliates against you for asserting your legal rights, it may be time
A 2026 decision by the Equal Employment Opportunity Commission has led to confusion for employers and employees alike. The decision to rescind its 2024 Enforcement Guidance on Harassment in the Workplace has left many employees, especially those vulnerable to harassment based on gender identity or sexual orientation, worried about their safety at work. If you’re
EEOC Repeals 2024 Harassment Guidance: What It Means for California Workers in 2026 Read More »
Under California law, non-compete clauses are generally unenforceable: “Except as provided in this chapter, every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void.” (Cal. Bus. & Prof. Code, § 16600(a).) Choice of Law Provisions and Non-Compete Agreements Generally, an employer
Are non-compete agreements enforceable in California? Read More »
When a California employee requires a leave of absence, they may be eligible for leave under two key statutes: the California Family Rights Act (CFRA) and the Family Medical Leave Act (FMLA). Although these laws have similarities, they vary slightly in terms of coverage, eligibility requirements, and reasons for taking leave. This blog post explores
CFRA vs FMLA: Understanding the Key Differences Read More »
CFRA, short for the California Family Rights Act, is a California statute that provides eligible employees up to 12 weeks of unpaid, job-protected leave for certain family and medical issues. This blog attempts to answer the most common questions asked by employees who are either on CFRA leave or trying to determine whether they qualify
CFRA Leave: A Guide to the California Family Rights Act Read More »
A California employee has a statutory right to copies of their personnel file, payroll records, and documents they have signed. Several records fall within these broad categories, including performance reviews, disciplinary notices, and forms signed at the time of hiring. Employees can obtain their employment records by submitting a written request to their employer. However,
Personnel File Request Under California Labor Code § 1198.5 Read More »
In its May/June 2023 issue, CAOC Forum published an article by Christa Riggins on the statute of limitations for adult sexual assault claims. This article discusses the expansion of the statute of limitations for adults who suffered damages from sexual assault. It begins with the enactment of new legislation in 2018, which added Section 340.16
Statute of Limitations For Sexual Assault (Article in CAOC Forum) Read More »
Over the last few years, California has significantly expanded leave rights for its workers. Some of the most notable changes have been broadening medical leave coverage to employers with at least five employees (rather than 50) and providing leave to care for an expanded group of individuals (e.g., domestic partners and children of domestic partners).
California Expands Leave Rights to Include “Designated Person” Read More »
