LARSON & GASTON, LLP

Your employee’s action on social media — even outside of work — can create a hostile work environment. In recent a decision, Okonowsky v. Garland, the courts held that certain behaviors on social media such as harassment on digital platforms can affect an employee’s work environment. Learn more about it here: https://lnkd.in/ghBQHgWB #employmentlaw

Sign up for our preventative approach to address PAGA concerns before you get notice. By taking reasonable steps now, you could reduce penalties by up to 85%. Learn more here: https://lnkd.in/eZ5tez-9 #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

PAGA penalties can be reduced by up to 85% if you take the appropriate preventative measures before receiving a PAGA notice for a Labor Code violation. Being proactive saves time and money. Contact us to see how we can help you. #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

Those accused of violating California’s Labor Code can reduce PAGA penalties by up to 70% if they follow the appropriate steps within 60 days after getting a notice. We’re here to help you save money and prevent further lawsuits. Contact us! #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

PAGA still holds employers accountable for complying with the Labor Code, but recent reforms offer businesses a chance to address potential violations and reduce penalties. To take full advantage of these changes and protect your business, contact us today. #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

With the new PAGA reforms, employers can reduce penalties if they take reasonable steps to address potential labor code violations. The new reform has the potential to save businesses thousands, hundreds of thousands, and even millions of dollars. Here’s how it works: Before Notice: Under LC section 2699(g), if a company proactively audits and updates its labor policies before receiving a PAGA notice, it could see penalties capped at 15% potentially saving hundreds of thousands of dollars or more. After Notice: Under LC section 2699(h), if a company takes corrective action within 60 days of receiving a PAGA notice, penalties could be capped at 30% – again, saving huge penalties. These changes encourage businesses to be proactive in their compliance efforts, offering substantial benefits for those who act swiftly. #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

Under the previous PAGA legislation, perceived violations have cost individual businesses in California thousands, hundreds of thousands, and even millions of dollars in penalties. However, the new reform changes things – creating ways to protect businesses from these extraordinary costs. #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

Big news for your business: Recent PAGA reforms may bring opportunities for pro-active employers to reduce their risk. Over the next few days, we’ll explore these changes and share how we're evolving our strategies to protect and support businesses in California. But first, what is PAGA? The Private Attorneys General Act (PAGA), established by the Legislature in 2004, empowers employees to file lawsuits on behalf of the state for Labor Code violations, sharing in the proceeds and awarding attorneys’ fees to the employee’s lawyers. PAGA imposed an unbalanced burden on employers, encouraging litigation — much of it unjustified. This has strained businesses both large and small. Plus, California courts continued to broaden the Act’s scope, limiting the defenses available to businesses. #employmentlaw #PAGA Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.

📢 Staying ahead of employment law changes can be a challenge for HR professionals, but it's critical for protecting your business from legal risks and maintaining a fair workplace. From wage regulations to leave policies, compliance is key to organizational success. Check out our latest article, "HR Compliance: Staying Ahead of Employment Law Changes," for actionable tips on navigating these ever-evolving regulations. #HRCompliance #EmploymentLaw #SHRP

Have you received a Private Attorneys General Act notice alleging California Labor Code violations? The recent amendments to PAGA give 60 days to act to put a cap on some of the penalties. Read more about the PAGA updates here: https://lnkd.in/eZ5tez-9 #employmentlaw #legaltip Disclaimer: This information is not legal advice and should not be relied on as such. It is meant only as a general overview and may not apply to your specific situation. For personalized legal guidance, consult with a qualified attorney.