Neutral Services: We Help You Connect the Pieces

The Labor & Employment Law Blog

The Labor & Employment attorneys at Weintraub Tobin can help you avoid expensive and protracted litigation. We specialize in:

  • Training supervisors on various workplace issues, including preventing harassment, discrimination, and retaliation; workplace health and safety; and managing leave laws.
  • Conducting independent investigations into complaints of misconduct in the workplace.
  • Mediating employment disputes both pre and post litigation

For more information please contact:

Lizbeth “Beth” West 916.558.6082 or [email protected]

Vida L.

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Neutral Services: Mediation

The Labor & Employment Law Blog

The Labor & Employment attorneys at Weintraub Tobin specialize in Mediating employment disputes both pre and post litigation. Employment disputes are some of the most contentious and aggressively litigated cases in federal and state courts. The employee is adamant that the employer treated him or her unjustly and violated the law, and the employer reasonably believes that it acted fairly and the employee’s claim is without merit. Based on the disruption and negative impact this type of aggressive and protracted litigation can have on the lives and businesses of those involved,

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Arizona’s New Independent Contractor Declaration Law

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

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.

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Top Reasons to Mediate Employment Disputes

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

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.

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

The Labor & Employment Law Blog

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

2017 Seminar Series Logo

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
[email protected]

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7th Circuit To Revisit Title VII Sexual Orientation Discrimination Ruling

The Labor & Employment Law Blog

By Vida L. Thomas

On October 11, 2016, the U.S. Seventh Circuit Court of Appeals granted en banc (by the full court) review in Hively v. Ivy Tech Community College. This rare move means that the entire Seventh Circuit court will reconsider its previous decision, which was originally issued on July 28, 2016.

Kimberly Hively began teaching as a part-time adjunct professor at Ivy Tech Community College in 2000.  

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California’s New Law Restricts Choice of Law and Forum Selection Provisions in Employment Agreements

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

On September 25, 2016, Governor Brown approved a very short but powerful piece of legislation for California employees who work for employers who are based outside of California and wish to have another state’s laws govern the employment relationship. Senate Bill 1241 adds Section 925 to the California Labor Code and states expressly that after January 1, 2017, an employer is limited in the use of forum selection and choice of law provisions in employment contracts with California employees.

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Disparate Impact Does Not Protect Job Applicants

by Daniel C. Zamora
The Labor & Employment Law Blog

On October 5, 2016, the Eleventh Circuit held in Villarreal v. R.J. Reynolds Tobacco Co., that an unsuccessful job applicant cannot sue a prospective employer under the Age Discrimination in Employment Act (ADEA) for a disparate impact claim.  In so holding, the Eleventh Circuit reverses its November 30, 2015 decision holding the opposite.

The ADEA generally protects employees aged 40 and older from discrimination in employment on the basis of their age. 

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Vida L. Thomas to speak at SJSHRM event in 2017

Vida Thomas will be speaking at San Joaquin Society for Human Resources Management’s Employment Legislative Update 2017  on Wednesday, January 11, 2017.   For more information on this seminar, please visit http://www.sjhra.org/event/employment-legislative-update-2017-half-day-seminar/.   Please note that Weintraub Tobin’s clients will receive a discounted rate and limited seats are available.  To register for this seminar, please visit: https://www.eventbrite.com/e/employment-legislative-update-2017-a-half-day-seminar-tickets-28660308755.

Vida serves as Of Counsel to the Firm’s Labor and Employment Group.

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