DON’T FORGET…….California’s Transgender Identity and Expression Regulations Go Into Effect July 1, 2017
By Beth V. West
The new regulations that expand existing protections under California’s Fair Employment and Housing Act (FEHA) for transgender individuals and others go into effect July 1, 2017. As California employers know, FEHA prohibits harassment and discrimination against individuals on the basis of many protected classes, including gender, gender identity, and gender expression. Below is a brief summary of the highlights of the new regulations.
- The regulations clearly define and distinguish between “transgender,” “gender expression,” and “gender identity.” They are not the same.
AN INADEQUATE PRIVILEGE LOG, OR EVEN THE FAILURE TO SERVE A PRIVILEGE LOG, WILL NOT RESULT IN THE WAIVER OF THE ATTORNEY-CLIENT PRIVILEGE OR WORK PRODUCT PROTECTION TIMELY ASSERTED IN DISCOVERY RESPONSES
By: Jacob C. Gonzales
In Catalina Island Yacht Club v. Superior Court (2015) 242 Cal.App.4th 1116, the California Court of Appeal (Fourth District, Division Three), squarely addressed the question: “May a trial court find a waiver of the attorney-client privilege and work product doctrine when the objecting party submits an inadequate privilege log that fails to provide sufficient information to evaluate the merits of the objections?” The answer, “No.” Id.
No Recording Policy Violates The NLRA
By Lukas Clary
It stands to reason that employers may not want employees recording conversations in the workplace. Recording conversations could discourage the free flow of open ideas. The recordings could also contain confidential or sensitive information that the employer does not want floating around the digital universe. In some states, recording workplace conversations may even be illegal if not all parties consent to it. Mindful of these concerns, employers may wish to enact policies precluding video or audio recording at work.