Author Archives: blg-admin

CALIFORNIA TAKES A STEP TO END WORKPLACE BULLYING

The scope of California’s required supervisory sexual harassment training just got bigger: the training must now include the prevention of workplace bullying. The story began in 2004 when Assembly Bill 1825 was signed into law by Governor Schwarzenegger. This law requires that every California employer with 50 or more employees provide supervisors with sexual harassment […]

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CALIFORNIA EMPLOYEES’ WHISTLE JUST GOT MUCH LOUDER

In late-2013 Governor Jerry Brown signed into law three  bills (SB 496, SB 666 and AB 263), which together significantly expanded California Labor Code Section 1102.5 (Section 1102.5), California’s general whistleblower statute. While litigation continues in California courts regarding whether these amendments apply retroactively, one thing is certainly clear, whistleblower claims in California will assuredly […]

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PAGA, ANYONE?

Our great State of California often sets the national standard on various social, economic and political fronts. One example of this is California’s Private Attorneys General Act (PAGA) (Cal. Lab. Code, §2698 et seq.) However, since its adoption in 2004, questions have repeatedly been raised about PAGA’s purpose, use and effectiveness.

So you ask, what is PAGA?

PAGA deputizes private citizens and allows them to act on behalf of California’s Labor & Workforce Development Agency (LWDA) in seeking civil penalties for Labor Code violations. PAGA authorizes employees to bring a lawsuit “on behalf of themselves and others” on any violation of the California Labor Code, regardless of how small, technical, or short-lived the alleged violation.

Now that’s a lot for anyone to swallow. Keep reading to digest it further. (Pun intended.)

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Janice Brown to be inducted into CMCP Diversity Leadership Hall of Fame

Janice Brown, founder of the Brown Law Group, has been selected by the California Minority Counsel Program as one of the inaugural members of the CMCP Diversity Leadership Hall of Fame.  Ms. Brown is one of thirty-five members to be inducted into the Hall of Fame during the 25th Anniversary Business Conference.  The conference will […]

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SO GOES CALIFORNIA…

2014 Ushers in a Multitude of Laws Affecting Employers Don’t be caught unaware by the 2014 changes to employment laws that could directly affect your Company! Knowledge about these new laws and those that are on the horizon are the key to minimizing and attempting to prevent workplace claims. What is new: Expanded protection for […]

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BEWARE, YOU MAY BE A FEDERAL CONTRACTOR AND NOT KNOW IT

Recently, in a discrimination case that spanned over 20 years against Bank of America, the Department of Labor expanded the definition of a federal contractor to include any entity that is federally insured. Bank of America had argued the traditional view of who is a federal contractor, claiming that it wasn’t a federal contractor because […]

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BROWN TURNS FOREST GREEN

The USDA Forest Service names Brown Law Group as One of Only Three Firms in the Nation to Provide Legal Services for its Employment Litigation The US Department of Agriculture, Forest Service has named Brown Law Group as one of only three firms in the nation to provide legal services for its employment litigation. The […]

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Brown Law Group is a Proud Supporter of the Women’s Resource Fair

Brown Law Group is proud to support the 24th Annual Women’s Resource Fair in San Diego, CA.  The Women’s Resource Fair provides homeless, abused, indigent, and physically challenged women and their children in San Diego the opportunity to spend the day each year accessing many basic services such as legal advice, medical exams, employment opportunities, […]

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THE CALIFORNIA SUPREME COURT FINDS THE MIXED MOTIVE DEFENSE BARS EMPLOYEES FROM DAMAGES, BACK PAY, OR AN ORDER OF REINSTATEMENT

No longer can plaintiffs collect damages simply by showing discrimination was a factor in an employer’s decision to fire them. Even if evidence of discriminatory motive exists, an employer can prevent plaintiff from recovering damages, back pay, or an order of reinstatement if the employer proves that it would have terminated plaintiff for a legitimate non-discriminatory reason. Importantly however, this “mixed motive” defense is not a complete bar to liability because a plaintiff can still obtain declaratory or injunctive relief, and in certain situations, attorneys’ fees. Therefore, rather than fall back on the mixed motive defense, employers should ensure workplace procedures comply with California law, that management is properly trained in the implementation of such procedures, and that employment decisions are consistent with these policies.

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Suzanne K. Roten Named Partner at Brown Law Group

Brown Law Group, a leading San Diego business litigation boutique law firm, has named attorney Suzanne K. Roten as partner.  Ms. Roten, who has more than 22 years of legal experience, joins founder Janice Brown and partner Stacy Fode as the third partner in the law firm.  Brown Law Group also recently added Meagan Garland […]

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