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

San Francisco Amends its Fair Chance Ordinance Effective August 10, 2026

Published: August 7, 2026

by Shauna N. Correia
The Labor & Employment Law Blog

Employers with operations or who may hire remote workers living in San Francisco must prepare for changes to the City’s background check regulations.

San Francisco was a pioneer in the national “Ban the Box” movement, enacting its Fair Chance Ordinance (FCO) in 2014. In direct response to changing laws in other states criminalizing personal healthcare and personal expression, on August 10, 2026, newly approved amendments will take effect, expanding protections for job applicants and employees.

EEOC Votes on Proposed Rule to End EEO-1 Reporting

Published: July 21, 2026

by Lizbeth (Beth) V. West

As we indicated in our June 4, 2026 article, certain employers may soon be relieved of the obligation to file EEO-1 Reports, as well as other reports (“EEO Data Reports”), with the federal Equal Employment Opportunity Commission (“EEOC”). On July 21, 2026, the EEOC voted 2-1 to issue a Notice of Proposed Rulemaking (NPRM) to end the long-required demographic data collection and reporting by covered employers. Currently covered employers are required to file annual reports with the EEOC summarizing aggregate data on their employees’ race and sex to assist in evaluating potential discriminatory practices under Title VII of the Civil Rights Act. 

Don’t Bet the Lease: Smart Strategies for Handling Landlord Waiver Requests

Published: June 25, 2026

by Mark E. Ellinghouse
Real Estate Legal Updates

In the latest issue of “Mark’s Marketing Musings,” Weintraub Tobin Shareholder Mark Ellinghouse explores a growing trend in commercial real estate: landlord waiver agreements and the key considerations for landlords when these requests arise.

About every six months or so, I get the itch to gamble – in a jurisdiction that allows it, of course. Despite decades of [expensive] practice, I’m not very good at it. It seems to me that the best gamblers are somehow able to perceive trends and bet big when they feel the rights cards are about to hit. I instead stick to the “book” and play the odds that are stacked against me from the start. It’s a terrible habit.

9th Circuit Upholds Arbitration Agreement Despite Waiver of Representative PAGA Claims

Published: June 25, 2026

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

In a closely watched decision for California employers, the Ninth Circuit reversed a district court’s denial of a motion to compel arbitration in a wage and hour class action against ABM Aviation, Inc., on the grounds that the arbitration agreement was unconscionable. The Ninth Circuit’s opinion provides a useful roadmap for navigating common challenges to arbitration agreements, particularly in light of prior cases like Cook v. USC.

Professional Fiduciaries and Financial Elder Abuse in Trust Administration: Detect, Protect, and Recover

Published: June 15, 2026

by Uri Grant
Trusts & Estates Legal Updates

A professional fiduciary occupies a position of remarkable trust. When a vulnerable adult places the management of their financial life in a professional fiduciary’s hands, that trust is legal, statutory, and in California, both licensed and regulated. When the threat to the beneficiary comes from a family member, a caregiver with access, or an advisor acting in bad faith, the professional fiduciary trustee must act.

EEO-1 Reporting Going Away? Breaking Down the EEOC’s New Proposal

Published: June 4, 2026

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

On May 14, 2026, the federal Equal Employment Opportunity Commission (“EEOC”) submitted a request to rescind the demographic reporting obligations of large employers in the U.S. The “Pending EO 12866 Regulatory Review” notice (“Regulatory Review Notice”) which can be found here, states that the request is for the “Rescission of EEO-1, EEO-2, EEO-3, EEO-4. EEO-5, And Reporting Requirement Under Title VII, the ADA, GINA, and the PWFA.” 

What does this mean? 

Proposed Employment Legislation To Watch

Published: May 28, 2026

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

Believe it or not, we are almost half-way into 2026 and the California Legislature has been busy proposing new legislation that will impact the workplace. The Legislative calendar will take us through August 31, 2026 which is the deadline for the Legislature to pass any bills that have been proposed and get them to the Governor’s office to sign or veto by September 30, 2026. Below are just a few of the proposed employment-related bills to watch:

ICE’s Updated I-9 Audit Guidelines: What Employers Need to Know

Published: May 20, 2026

by Shauna N. Correia, Meagan D. Bainbridge
The Labor & Employment Law Blog

Federal immigration compliance has always required employers to maintain accurate Form I-9 records, but recent changes issued by U.S. Immigration and Customs Enforcement (ICE) significantly raise the stakes for even seemingly minor paperwork mistakes. In this article, we explore how ICE’s updated guidance reclassifies certain longstanding clerical errors as substantive violations, increasing the risk of immediate fines for employers during an I-9 audit. 

Before the Lawsuit: A California Professional Fiduciary’s Guide to Managing Litigation Risk

Published: May 20, 2026

by Uri Grant
Trusts & Estates Legal Updates

Professional fiduciaries are hired for their expertise, experience, and neutrality. Courts precisely appoint professional fiduciaries because of familial strife and complex administrations. Yet, time and time again, skilled professional fiduciaries walk straight into costly litigation; not because they were dishonest, not because they were negligent, but because they did not fully understand the probate hurdles they were navigating or the standard for which California courts hold them.

For licensed professional fiduciaries in California, this article serves as a guide to understanding litigation exposure, building the right professional relationships, and executing a proactive strategy before the first complaint letter ever arrives.