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Losing an executive position is rarely straightforward. Whether you were laid off as part of a corporate restructuring, terminated without cause, or pushed out through constructive dismissal, the severance package you accept or fail to negotiate, can have long-lasting consequences for your financial security and future career. In California, executives often have more leverage than they realize, and the stakes are too high to leave money and protections on the table. At Brere

Workplace discrimination claims under California’s Fair Employment and Housing Act (FEHA) expose employers to significant legal and financial risk, so you need a clear, proactive defense strategy aligned with state law and recent case standards. Understanding FEHA Discrimination Claims FEHA applies to most California employers with five or more employees and prohibits discrimination, harassment, and retaliation based on protected characteristics such as race, religion, sex,

When a workplace complaint lands on your desk, whether it involves harassment, discrimination, or some form of misconduct, one of the first decisions you will face is who should actually look into it. Should you keep things in-house and assign an HR manager or internal team member to conduct the workplace investigation? Or does the situation call for bringing in a neutral, outside investigator? This is not a question to answer on autopilot. The choice you make affects the cre

If you run a business in California, PAGA has probably kept you up at night at some point. The Private Attorneys General Act has been one of the most powerful and, frankly, unpredictable tools used against employers in this state for over two decades. But 2024 brought the most significant overhaul the law has seen since it was first enacted, and the effects of those changes are now fully playing out in 2026. At Brereton, Mohamed & Korte LLP, we work closely with California em

Running a business in Santa Cruz is no small feat. Between managing staff, staying compliant with California's ever-changing employment laws, and keeping your operations moving, the last thing you want is an unexpected lawsuit landing on your desk. But employment claims happen, even to businesses that genuinely try to do everything right. When they do, having the right legal team in your corner can make all the difference. If you have ever typed "employer lawyer near me" into

Getting a notice that one of your employees has filed a harassment complaint with California's Civil Rights Department (CRD) is stressful, no matter how prepared you think you are. Many employers do not fully understand what happens after that notice arrives, what they are required to do, and where the process can go wrong. This guide breaks down the CRD complaint process in plain language so you know what to expect and how to protect your business. Whether this is your first

Most business owners are familiar with the obligation to provide reasonable accommodations to employees who have disabilities. But there is a lesser-known provision under federal and California law that extends certain protections to employees who are associated with a person who has a disability. This is known as associational disability discrimination, and it is an area of employment law that even well-intentioned employers sometimes stumble into without realizing it. If

Getting served with an employment retaliation lawsuit is one of the more rattling experiences a business owner can go through. Maybe you let someone go for poor performance. Maybe you reassigned duties during a rough quarter. Whatever happened, the plaintiff now claims your actions were payback for something they reported or complained about. It feels unfair. And in many cases, it is. The good news is that being sued does not mean you will lose. California employers have rea

Running a business in California comes with a long list of legal responsibilities. One area that trips up even well-intentioned employers is whistleblower retaliation. California has some of the most employee-friendly whistleblower protections in the entire country, and failing to understand how employer retaliation law works can put your business in serious legal jeopardy. Whether you are a small business owner or managing a larger organization, knowing where the lines are

The shift to remote and hybrid work has changed a lot about how California businesses operate day to day. Scheduling is more flexible, communication happens across different platforms, and managers oversee teams they may never see in person. For the most part, that flexibility has been good for productivity and morale. But it has also opened up a set of legal problems that many employers are only now starting to understand. Retaliation claims are one of the fastest-growing ca

Few managers are comfortable firing people, but you sometimes have to do it. For California employers this isn't just a question of whether you can fire an employee, it's the issue of proving you should have. All too often, the difference between a legal termination and one that will get you into hot water in court is one thing: paperwork. As employer-side attorneys who have spent years defending companies in California’s notoriously treacherous employment law environment, w

Internal investigations are among the most sensitive and legally complex situations a California employer can face. Whether you are looking into a complaint of harassment, discrimination, or misconduct, the way you handle the process can either protect your organization or expose it to a costly retaliation lawsuit. Understanding employer retaliation law is the first step in building a defensible process, and working with a skilled employer retaliation attorney can make all th

As soon as an employee steps forward and complains of harassment or misconduct, how you handle the situation can mean the difference between protecting your organization and winding up in costly litigation. In California, a state with some of the strictest labor laws in the country, getting an investigation right is not just good sense, it constitutes much-needed legal protection. The truth is that nearly all employers will eventually have to deal with workplace complaints o

When an employee files a workplace complaint alleging discrimination, harassment, safety violations, or wage disputes, California employers face a delicate challenge: how do you maintain legitimate workplace standards and discipline problematic behavior without exposing your company to costly retaliation claims? One misstep can transform a valid termination into an expensive lawsuit, even when the employee's underlying complaint lacks merit. Retaliation claims are among the m

Doing business in California requires navigating one of the most challenging employment law environments in the country. With employee-friendly laws, the burden of compliance is high and the consequences for non-compliance are financially steep. Even employers who acted in good faith can become the target of costly legal actions if they fail to comply with stringent requirements. Understanding when to reach out to an ‘employer defense attorney near me’ can make the difference

California employers must navigate a patchwork of federal and state leave laws, including the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). These laws generally provide eligible employees with up to 12 weeks of job‑protected leave in a 12‑month period for serious health conditions.​ On top of FMLA/CFRA, California’s Fair Employment and Housing Act (FEHA) requires that employers provide reasonable accommodations to disabled employees.

Proactive legal advice on hiring, workplace policies, employee discipline, disability, reasonable accommodation, leaves, discipline, and termination can save a Santa Cruz business thousands of dollars in lawsuits, penalties, and crisis‑driven fees. Treating employment counsel as a preventive partner rather than a last‑resort litigator turns legal costs into predictable, budget‑friendly risk management.​ 1. Pre‑Employment Advice: Hiring Without Hidden Liability Guidance befor

Employers in Santa Cruz are subject to an increasing list of employment laws related to workplace discrimination, harassment, retaliation, wrongful termination, and wage and hour compliance. Deal with these exposures proactively through the services of an experienced employment defense attorney to protect your business and its reputation. ​ 1.Discrimination & Harassment Claims In Santa Cruz, employers must comply with federal and state laws that specifically forbid workplace

Employment contracts/agreements and employee handbooks each play a role in employment relationships in California, but do so in vastly different manners and assign very different legal rights in the workplace. Knowing how each interacts with the other and how they’re designed to work together is key to avoiding making promises you didn’t intend and defending against claims of breach of employment contract. ​ A California Employment Contract Explained An employment contract is

Yes, social media postings can give rise to workplace retaliation claims in California if an employee is punished for online conduct that constitutes protected activity, e.g., complaining of discrimination, unsafe conditions, or other illegalities. Employers who are quick to respond to any posts without a legal, well‑documented justification risk retaliation claims and scrutiny of their policies, investigations, and decision‑making. ​ When the Risk of Retaliation Is Triggered