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Free Speech › Labor Code

Sheppard Mullin Richter & Hampton LLP

Mandatory Captive Rules in Limbo for California Employers – 2 Federal Lawsuits Challenge SB 399 and Looming Issue Before the NLRB

Sheppard Mullin Richter & Hampton LLP on

As discussed in our recent article, the introduction of SB 399 in California (approved and added as California Labor Code section 1137) sparked significant discussion and concern among California employers with union...more

CDF Labor Law LLP

Navigating Politics in the Workplace

CDF Labor Law LLP on

In a state as diverse and politically active as California, employers are bound to encounter clashing political expressions among employees this election cycle. Navigating these challenges and enforcing policies affecting the...more

Farella Braun + Martel LLP

The Election Season Is Upon Us: Guidance for Managing Political Expression in the California Workplace

Farella Braun + Martel LLP on

In a year of extraordinary events, this election has been more divisive and controversial than any other in recent history. Many employers are grappling with how they should manage political expression in the workplace. An...more

Jackson Lewis P.C.

Employers, Politics, And Free Speech

Jackson Lewis P.C. on

With political campaigns well underway, the protection of “free speech” and concerns that regular political discourse could create potential liability are mounting. Notably, within the last year, California’s Fair Employment...more

Orrick - Employment Law and Litigation

What We May See from the California Supreme Court in 2019

Orrick - Employment Law and Litigation on

2018 saw some major developments in employment law, particularly in California. The California Supreme Court embraced the ABC test for independent contractors in Dynamex, and rejected the de minimis doctrine for Labor Code...more

Greenberg Glusker LLP

Employers Can Discipline Employees' Private Speech...Sometimes

Greenberg Glusker LLP on

Despite periodic rumors to the contrary, employers are typically not interested in policing their employees’ off-duty-conduct or in becoming their employees’ thought-patrol. However, there are occasions in which an...more

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