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Mary Siceloff, Author at Weintraub Tobin - Page 95 of 179

Welcome to the Weintraub Tobin Resources Page

Browse below for news, legal insights, information on presentations and events, and other resources from the Weintraub Tobin legal team.


Arizona’s New Independent Contractor Declaration Law

On August 6, 2016, the Arizona State Legislature enacted the “Declaration of Independent Business Status” law (“DIBS”). The DIBS added Chapter 10 to Title 23 of the Arizona Revised Statutes (Arizona’s “Labor” statute). In short, DIBS allows certain Arizona companies (referred to in the statute as an “employing unit”) to obtain a declaration from those individuals they deem “independent contractors” (rather than employees) so that a rebuttable presumption exists that the relationship is in fact one of independence. Obtaining a declaration under the DIBS is discretionary and the statute states expressly that compliance with the law and the execution of a declaration of independent business status are not mandatory in order to establish the existence of an independent contractor relationship. Further, the failure of a party to execute a declaration in compliance with the DIBS does not create any presumptions and is not admissible to deny the existence of an independent contractor relationship.

Read the rest of the blog post at http://blog.hrusa.com/blog/arizonas-new-independent-contractor-declaration-law/.

Top Reasons to Mediate Employment Disputes

As an employment attorney and mediator, I believe mediation is a good alternative to protracted employment litigation.  Below are the top reasons why.

1. Mediation is a Voluntary Process.

Unlike litigation in which federal and state laws and court rules mandate the process (and often the outcome), mediation is a voluntary process. Thus, the parties choose to freely participate and are in control of – if and how – their dispute will be resolved.

2.  There is No Adjudicator to Determine Fault or Liability.

Mediation is about resolving disputes on terms the parties agree to.  Neither party admits fault or liability, nor is there a judge or jury who determines fault or liability.

3.  Mediation Saves Money.

Employment cases can go on for years and even if the case is ultimately settled before trial, the parties will spend a significant amount of money on discovery, motion practice, and pre-trial expenses. This money will likely never be recovered by the employer and will only be recovered by the employee if he/she prevails. Alternatively, the cost of mediation is usually very reasonable; often a mere fraction of the costs of litigation.

4.  Mediation is Efficient and Saves Time.

Courts are impacted and trial dates are usually set out years into the future.  As such, parties will spend many years fighting their case before they ever get before a jury.  On the other hand, mediation can be scheduled at any time pre or post litigation and, when successful, can literally put the dispute to rest as soon as a settlement is reached and the mediation is concluded.

5.  Mediation is Confidential.

Civil lawsuits filed in federal and state courts are public record and, if a trial is ultimately held, it too will most likely be open to the public. However mediation is confidential and the information disclosed by the parties during mediation and any settlement reached, will not be made part of a public record.

6.  Mediation Allows for Candid Communication.

Because mediation is confidential and is held for the purpose of trying to reach a mutually acceptable resolution, the parties can openly discuss their views about the dispute.  They can also freely share their concerns (e.g. weaknesses) about their positions [in confidence with the mediator] without fear of making an admission against their interests.

7.  Mediation Allows for Creative Problem Solving.

Unlike a civil lawsuit where a judge or jury may be limited by applicable law in the types of remedies they can award a prevailing party, mediation allows the parties to engage in creative problem-solving so that they can structure unique settlement terms that may never be possible in court.

8.  Mediation Can Help Employers Avoid the Possibility of Paying the Employee’s Attorneys’ Fees.

In most federal and state employment law statutes, a prevailing party (but more often a prevailing plaintiff/employee) is entitled to reasonable attorneys’ fees.  Often the prevailing employee’s attorneys’ fees far exceed the monetary award received by the employee.  By submitting the dispute to mediation – earlier rather than later – employers can reduce the risk and uncertainty associated with these fees.

9.  Mediation is Final – No Appeals.

Unlike a jury verdict after trial which is subject to appeal and a further expenditure of time and resources, a settlement at mediation is final.

Holiday Horror Series: Part 3 – Holiday Parties: An HR Nightmare!

By Melissa M. Whitehead

It’s that magical time of year! Time for hot cocoa, warm fires, glad tidings – and office holiday parties! Office holiday parties are a time for co-workers to relax and for employers to show appreciation to employees, all of which builds office morale. Of course, office holiday parties also come with an extra serving of risk, especially when the employees get a little too, ahem, relaxed. In fact, inappropriate behavior at office parties is so common that a whole movie is based on this premise (coming out in theaters today)! The challenge faced by employers is finding a balance between providing a good time for their employees, while also preventing the horrors that can come in the holiday party environment.

Holiday Spirits 

Let’s get right to a common source of risk, shall we? Alcohol will be present at most office holiday parties. Of course, there’s nothing wrong with responsible adults enjoying adult beverages responsibly. But even just one employee who exceeds their limits can be costly. For example, there is case law suggesting that if an employee is provided alcohol at an office party, becomes intoxicated and is allowed to drive home, that employee may be considered still within “the scope of employment” and the employer may be liable for the employee’s conduct while driving home (including workers’ compensation benefits if the employee is hurt in a car accident). Of course, alcohol also lowers inhibitions, which can lead to increased risk of inappropriate behavior, as discussed below. Some possible ways of reducing the risks associated with serving alcohol are:

  • Serve with a meal, with servers controlling the portions
  • Give employees a limited number of “drink tickets” for the bar
  • Offer to provide transportation home (let employees know in advance that the company will call them an Uber or a cab upon request)

The Gift of Inappropriate Behavior

Most employees have at least reviewed company policies on appropriate conduct in the workplace – but many seem to throw those guidelines out the window when it comes to an office party! In the relaxed atmosphere of a party, especially when alcohol is lowering inhibitions, employees suddenly feel free to say and do things that they otherwise would never say or do in the workplace. Employees often feel free at an office party to make jokes and innuendos that they know are otherwise off-limits. Or the employee who has been harboring a crush on a co-worker is suddenly emboldened by holiday spirit (and spirits) to make his move, but those advances are not welcome. Of course, inappropriate behavior is not limited to sexual harassment! Employees may branch into inappropriate and even prohibited topics of conversation. For example, Supervisor Sally may know that she cannot discuss Employee Emma’s medical leave, but suddenly her inhibitions are lowered and she answers Employee Busybody when asked in a hushed tone, “so, what is the deal with Emma, anyway?” It is important to remember that workplace policies (and laws!) still apply at the office holiday party, and you may want to send out a reminder to that effect before the party, to at least your supervisors. Also, if there are any complaints about conduct at the holiday party, you must investigate and discipline appropriately, just as you would with any workplace complaints.

To Pay or Not to Pay

A common question is whether employees must be paid wages for time spent at the office holiday party (which could mean overtime wages). The answer hinges on whether attendance is mandatory. If you require employees to attend the party, then you will be required to pay wages, including overtime where appropriate. However, if you make attendance optional, no wages need be paid.

Best wishes and glad tidings as you navigate the tricky waters of the HR nightmare that is an office holiday party – and remember, we’re here if you need us to help recover the morning after!

Stay tuned for Part 4 of our Holiday Horror Series on December 16th. 

Now Available! Weintraub Tobin’s 2017 Labor and Employment Seminar and Training Schedule

Weintraub Tobin’s 2016 Labor and Employment Seminar and Training schedule is now available. Click here for a copy of the schedule.

If you have any questions on any of our seminars or would like to inquire on private, custom-tailored training, please contact:

Ramona Carrillo
400 Capitol Mall, 11th Fl.
Sacramento, CA 95814
916.558.6046
rcarrillo@weintraub.com

Two Key Things You Need to Know About the 2016 Federal Rule Changes

On December 1, 2016, amendments to the Federal Rules of Civil Procedure (“FRCP”) and Federal Rules of Appellate Procedure (FRAP) took effect.  While at first glance, the changes may not seem dramatic, but changes such as shortening the time to respond and cutting word counts for briefs have a direct impact on our practices.  For example, this year’s changes include the following:

  1. Eliminating the 3-day rule; and
  2. Reducing word counts for certain appellate filings.

Under the previous 3-day rule, parties receiving a document by means other than personal delivery, which was considered immediate service, could add three days to the response time calculated from the date of service.  This included adding three days when served electronically, including service by email and the electronic case filing (ECF) notice system.  In other words, items served electronically were not treated as received immediately even though they often were received virtually instantaneously.  In the past, concerns related to reliability, transmission delay and incompatibility of systems led to the perception of a need for maintaining the 3-day rule for electronic service, but times have changed.  In addition, other rules have been changed in an attempt to simplify time computations by adopting periods that are multiples of 7 to allow for “day-of-the-week” counting.  The 3-day extension re-complicated the intended simplification and caused more dates to fall on weekends and holidays thus requiring further adjustments.

With advances in technology and skills of computer users and the desire to further simplify time computation, the 3-day rule has been eliminated for responses triggered by electronic service of a document.  This was accomplished by amending FRCP 6(d) and FRAP 26(c) to exclude electronic service from the modes of service that allow for three additional days to act or respond. It is important to note, however, that some courts have promulgated local rules that retain the 3-day extension.  For example, the Ninth Circuit will continue to provide three additional days for electronic service for deadlines based on service of another document.

The Committee Notes regarding the change to Rule 6 recognize that this amendment can effectively shorten the time to respond relative to current practice, particularly when documents are served late at night or just prior to, or during, a weekend or holiday.  Therefore, they noted that extensions may be warranted to prevent prejudice.  In practice, however, one cannot afford to take such extensions for granted, particularly if opposing counsel objects.

The Supreme Court ordered that the amendments to FRCP 6(d) and FRAP 26(c) govern in all federal civil and appellate cases, respectively, commenced after December 1, 2016 and “insofar as just and practicable, all proceedings then pending.”  But, it is not clear how courts will apply these amendments to pending cases.  For example, will amended Rule 6(d) apply to all papers served after December 1, 2016, even in cases pending prior to that date or will courts continue to apply the prior rule for service of papers in such cases?  Similar questions arise in the appellate context.  It will be critical to consult the specific rules applicable for each case to avoid missing deadlines!

In another amendment to the FRAP, word-count limits have been reduced for certain appellate filings and implemented in place of page limits for other filings.  For some time, parties did not have to comply with page limits for appellate briefs if they complied with certain word-count limits.  Page limits, however, were still imposed on other papers, such as motions and petitions.  In the most recent amendment to the FRAP, word-count limits have been instituted for, among other filings, motions, amicus briefs, and petitions for rehearing en banc.  Further, word counts for opening, response, and cross-appeal response and reply briefs have been reduced from 14,000 to 13,000 words.  For cross-appeal opening and response briefs, the word count was reduced from 16,500 to 15,300, and for reply briefs, the word count was reduced from 7000 to 6500.  You just thought the prior word counts were tight!  Now they are tighter.

These word-count changes took effect on December 1, 2016, but some circuits have opted out in favor of their own local rules.  For example, the Ninth Circuit has adopted a local rule that will maintain the current word count limits for briefs and will maintain the current page limits, rather than word counts, for motions and petitions.

In summary, while the new rules are now in effect, courts are varying in whether they are applying the new rules at all and, if so, how they are applying them to pending cases.  Therefore, it is more important than ever to compare the local rules with the federal rules to determine whether your cases are subject to these amendments.  If so, then be prepared to respond sooner and, in appellate cases, more concisely!

Congratulations To OCHBA President-Elect, Darrell P. White

Weintraub Tobin would like to congratulate Darrell P. White on being the 2017 President-Elect of the Orange County Hispanic Bar Association. Darrell is an attorney with Weintraub Tobin, formerly known as Waldron Bragg in Orange County. His practice focuses on commercial and complex litigation in addition to providing general counsel to clients. He has been an active member of the Orange County Hispanic Bar Association since 2014, and currently serves as CFO. In 2016, Darrell was also appointed American Bar Association, Litigation Section Liaison to the Commission on Hispanic Legal Rights and Responsibilities.

To learn more about the Orange County Hispanic Bar Association, visit their page at http://www.ochba.org

Fourth Edition of California Leave Law: A Practical Guide for Employers, co-authored by Weintraub Tobin Shareholder, Lizbeth (“Beth”) V. West

Fourth Edition of California Leave Law: A Practical Guide for Employers, co-authored by Weintraub Tobin Shareholder, Lizbeth (“Beth”) V. West, and published by Matthew Bender (LexisNexis), now available.

Book Highlights:

  • A full explanation of federal and state leave laws.
  • Tips on how to navigate the complex issues surrounding family leave, disability accommodation leave, pregnancy disability leave, and various other leaves of absence.
  • Insightful analysis on the key legal issues to keep in mind when administering leaves of absence.
  • A discussion of the importance of training supervisors and having an effective documentation program for leaves and accommodations.
  • Important cases and their implications.
  • California and federal model notices.
  • Useful forms and checklists.

Purchase information:  Click here.

Holiday Horror Series: Part 2- Hectic Holiday Rollovers

By Irina Rospotnyuk

With the holidays upon us, we all can relate to how easy it is to mistakenly overlook important things amidst the cheery holiday hustle and bustle: leaving the Christmas ham in the oven a few hours too long, forgetting to pick up your in-laws from the airport, or failing to timely rollover your individual retirement account (IRA) within 60 days of distribution.

While it may be difficult to salvage Christmas dinner and the relationship with your in-laws, there is luckily new relief from the IRS in the event that you forget to timely rollover your IRA.

Upon a distribution from an IRA (or other eligible retirement account), you generally have 60 days to rollover the distribution to another qualifying plan. If the rollover is not made within the requisite time period, it is treated as a taxable distribution with not only ordinary taxes thereon but also a 10% early withdrawal penalty if you are under age 59½.  To get relief from the penalties associated with a late rollover, the IRS previously required all taxpayers to apply for a private letter ruling.

But joy to the world, the IRS has recently released Revenue Procedure 2016-47 providing a streamlined procedure for relief for certain late rollovers. For example, the new streamlined procedure for late rollover relief applies when (1) a distribution, having been made in the form of a check, was misplaced and never cashed; or (2) if the distribution was deposited into and remained in an account that the taxpayer mistakenly thought was an eligible retirement plan. Additional situations in which streamlined relief is available can be found in the Revenue Procedure.

Under the new streamlined procedure, a taxpayer can simply self-certify their own statement of why they missed the 60 day rollover period and the plan administrator is entitled to rely on this self-certification to conclude that the taxpayer has satisfied the conditions for a waiver of the 60-day rollover requirement. Rev. Proc. 2016-47 even includes a sample self-certification form for the taxpayer to complete and submit to the plan administrator. After submitting the certification to the plan administrator, the taxpayer must make the contribution to the plan or IRA as soon as practicable after the stated reason for the late rollover. The “as soon as practicable” requirement is satisfied if the contribution is made within 30 days after the reason for late rollover no longer prevents the taxpayer from making the rollover.

Alas, while your family may continue to be upset with you over your holiday faux pas, you can at least sleep easy knowing you will not have to face harsh IRS penalties for a simple mistake resulting in a late rollover.

Stay tuned for Part 3 of our Holiday Horror Series on December 9th. 

EEOC Issues Guidance on National Origin Discrimination

Perhaps because of the unfortunate social tensions arising after the U.S. Presidential election which include some inappropriate threats against immigrants and people of color, the EEOC issued its Enforcement Guidance on National Origin Discrimination last week.  The Enforcement Guidance replaces the EEOC Compliance Manual, Volume II, Section 13: National Origin Discrimination (2002).

National origin discrimination is prohibited under Title VII of the Civil Rights Act of 1964 (Title VII) which applies to employers with 15 or more employees, employment agencies, the federal government, state and local government employers, and unions. Under Title VII, discrimination in employment based on national origin, race, color, religion, and sex is illegal.  Title VII also prohibits employers from retaliating against people who oppose workplace discrimination or who participate in an EEO complaint process.

What is National Origin Discrimination?

According to the EEOC, national origin discrimination means discrimination because an individual (or his or her ancestors) is from a certain place or shares the physical, cultural, or language characteristics of a national origin (ethnic) group.   For example:

  • An individual’s place of origin may be a country (such as Mexico), a former country (such as Yugoslavia), or a place that is closely associated with an ethnic group but is not a country (such as Kurdistan).
  • A national origin group is a group of people who share a common language, culture, ancestry, and/or other social characteristics (such as Hispanics/Latinos or Arabs).

Generally, national origin discrimination refers to:

  • Treating an individual less favorably because he or she is from a certain place or has the physical, cultural, or linguistic characteristics of a particular national origin (ethnic) group;
  • Treating an employee less favorably because of the perception he or she belongs to a certain ethnic group or nationality (e.g. that the person is Hispanic/Latino even if he or she is not in fact Hispanic/Latino).
  • Using an employment policy or practice that disproportionately impacts people on the basis of national origin and is not shown to be job related and consistent with business necessity.
  • Treating someone less favorably at work because he or she associates with (for example, marries) someone of a particular national origin.

Harassment on the Basis of National Origin is Also Prohibited.

Title VII prohibits harassment on the basis of national origin.  Unlawful harassment is conduct that is severe or pervasive enough to create a work environment that an individual perceives as hostile, and a reasonable person would find intimidating, hostile, or abusive.   According to the EEOC, harassment based on national origin can take different forms, including ethnic slurs, ridicule, intimidation, workplace graffiti, physical violence, or other offensive conduct directed toward an individual because of his birthplace, ethnicity, culture, language, dress, or accent. Employer liability can result from the actions of supervisors, employees, or non-employees, such as clients, customers, or commercial contacts.

Takeaway for Employers.

Just as in the case of any other protected class, employers must take proactive steps to prevent and promptly respond to any form of discrimination or harassment on the basis of national origin.

A copy of the EEOC’s Guidance on National Origin Discrimination can be found at https://www.eeoc.gov/laws/guidance/national-origin-guidance.cfm.