^ WP_User {#11718
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    +"user_pass": "$P$BcSzG90hbrlpxJZQMcVoLBHAOvUhWS."
    +"user_nicename": "abritton"
    +"user_email": "[email protected]"
    +"user_url": ""
    +"user_registered": "2022-07-08 16:50:52"
    +"user_activation_key": ""
    +"user_status": "0"
    +"display_name": "Allysia Britton"
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    "activate_plugins" => true
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    "edit_users" => true
    "edit_files" => true
    "manage_options" => true
    "moderate_comments" => true
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    "edit_pages" => true
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    "delete_users" => true
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    "edit_dashboard" => true
    "update_plugins" => true
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    "list_users" => true
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}
Allysia Britton, Author at Weintraub Tobin - Page 7 of 38

Corporate Transparency Act Resources

Welcome to the Weintraub Resources section. Here, you can find our Blogs, Videos, and Podcasts, in which Weintraub attorneys regularly provide insights and updates on legal developments. You can also find upcoming Weintraub Events, as well as firm and client News.

Weintraub Supports Hope Cooperative’s 11th Annual Stand Up Sacramento Comedy Fundraiser

Published: November 2, 2023

On November 2nd, Hope Cooperative hosted its 11th Annual Stand Up Sacramento Comedy Fundraiser, benefitting individuals and families experiencing mental health and homelessness challenges in the Sacramento area. Weintraub Tobin shareholder Lizbeth “Beth” West, who serves as the organization’s Board President, addressed attendees. The Firm was also a proud sponsor of the event.

Learn more about this fundraiser on the Hope Cooperative website here.

In-Person Training: Mandatory Sexual Harassment Prevention Training for Non-Supervisors and/or Supervisors

  • When: Dec 7, 2023 09:30 am PST - 11:45 am PST
  • Where: 400 Capitol Mall, 11th Floor Sacramento, CA 95814

The regulations regarding California’s Mandatory Sexual Harassment Prevention Training for non-supervisors and supervisors require that employers with five or more employees provide at least two hours of classroom or interactive training for supervisors and at least one hour of classroom or interactive training for non-supervisors. Training must be provided every two years.

California Employers Will Need to Create Workplace Violence Prevention Plans By July 2024

Published: November 1, 2023

by Shauna N. Correia
The Labor & Employment Law Blog

Most California employers have workplace violence and safety policies as part of their Employee Handbooks, but beginning next year, these policies will need to be updated to comply with new, robust requirements.  In addition, workplace violence incident logs will need to be maintained, and annual employee training will need to be provided.

Where Agreements Won’t Work – A Word to the Wise Regarding Strict Wage and Hour Liability and Related Claims

Published: October 27, 2023

by Daniel C. Kim, Ryan E. Abernethy
The Labor & Employment Law Blog

This article was first published in Volume 29, Issue 2, 2023 of the California Trusts and Estates Quarterly, reprinted by permission.

I.      SYNOPSIS

Ed was a vibrant and healthy 85-year-old. One day, he decided to sign an advance healthcare directive providing that if his physical condition ever declined, he wished to remain in his home as long as possible with the help of live-in caregivers and other staff, as needed. Although his wife, Donna, and his daughter, Taylor, tried to assist Ed on their own, Ed’s growing needs became more than they could handle. They decided to bring in a live-in caregiver, Paula, who was a family friend. Paula was loosely hired by all three of them. Ed and his wife, Donna, were trustees of their family revocable trust. Taylor was Ed’s acting agent under his advance healthcare directive. No written employment agreement was signed by the parties. Paula was expected to work a “standard” workday, Monday through Friday, but was expected to be “on-call” during the evenings, weekends, and holidays. The family verbally agreed to pay Paula $500 per week, which was more than she made at her last job, so she felt she was adequately compensated. Moreover, over the years, Ed repeatedly promised her that after he passed, his estate would be sure to “take care of her.” Based on this promise, Paula selflessly cared for Ed until he sadly passed away more than ten years later. She did not pursue any other employment, despite having a number of great opportunities.

IP Rights and the “Public Good” Exemption to California’s Anti-SLAPP Law

Published: October 26, 2023

by James Kachmar
The IP Law Blog

The Ninth Circuit was recently asked to address the “public interest” exemption to California’s anti-SLAPP law in a class action lawsuit brought by a Plaintiff whose photo and personal information were used without her consent to advertise subscriptions to a website. The case, Martinez v. ZoomInfo Technologies, Inc. (decided Sep. 21, 2023), posed interesting substantive and procedural issues concerning the interplay between one’s intellectual property rights and California’s anti-SLAPP law.

2023 Was Another Busy Year in the Legislature – New Employment Law Legislation

Published: October 25, 2023

by Lizbeth (Beth) V. West
The Labor & Employment Law Blog

The Legislature was busy again in 2023, and the Governor signed a number of employment-related bills. This blog post is not intended to discuss the details of every employment bill that was signed into law. Instead, below is a list of certain bills employers should be aware of, and we invite you to join Weintraub Tobin’s FREE “Year in Review” seminar series on January 10, 2024 and January 17, 2024 where some of the bills, and other employment law developments, will be discussed. Come join the experienced team of employment attorneys at Weintraub Tobin and learn about your new compliance obligations. We look forward to seeing you.

California Employment News: The Use of A.I. in the Workplace – Privacy & Confidentiality Concerns (Part 1)

Published: October 24, 2023

While AI has been a revolutionary development that can streamline and improve many workplace tasks, it also comes with legal hurdles that need to be carefully navigated. Meagan Bainbridge and Lukas Clary review some of the potential intellectual property and privacy concerns that can come about when employees use AI for work purposes in this episode of California Employment News.