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Covering Employment Legal Essentialsand New Workplace Laws
Covering Employment Legal Essentials and New Workplace Laws
Secure your spot for our virtual sessions on "what's new" in California employment law for 2026.
The all-day session includes, among much more:
The session is a must for all business owners, executives and personnel management staff, the foundation for confident hiring and stable business expansion in the new year and beyond.
We emphasize practical application with attendees encouraged to seek guidance on their particular legal challenges or concerns.
Electronic samples of our 2026 updated model employee handbook, policies and forms are included.
From past attendees:
"This seminar is a great service to our community and the employers of this state! I look forward to attending more of them. I feel better prepared to confront what it will take to put a lawful workplace into existence. Thank you, Tim, and your staff, for this great service and the useful materials you provide." - CR
"The webinar with Tim and Cindy was extremely informative and provided knowledge that was key to operating my business. I enjoyed the presentation and all of the accompanying materials. I'm sure to recommend the Law Offices of Timothy Bowles to any business with employment law needs. The professionalism of the attorneys and their ability to present the complexity of California employment law to all attendees was exceptional!" - TT
"This has been an INVALUABLE service! Tim Bowles and staff have put together the materials and the counseling (in terms of live response to questions) that gives us the data necessary to be compliant with both the state and federal government. Worth very much more than the cost. My team and I can't thank you all enough for your superior product!" TS
Choose from:
Friday, January 30, 2026, 9:30 - 4:30pm (break midway)
Friday, February 27, 2026, 9:30 - 4:30pm (break midway)
Pricing: $200 first company attendee; $175 for each additional person attending
DON'T WAIT!
Contact Aimee Rosales to reserve your space.
Email: officemgr@tbowleslaw.com; phone 626.583.6600.
California employers face a growing trend of employees who stop showing up without notice. Handling these ghosting cases without a clear process can create unexpected legal exposure.
California employers face a growing trend: employees who stop showing up without notice. Handling these ghosting cases without a clear process can create unexpected legal exposure.
What Is Job Abandonment?
Job abandonment occurs when an employee stops showing up and cuts off contact with his or her employer. While most employers treat this as a voluntary resignation, moving too quickly or without documentation — especially in California — can turn an assumed quit into a contested termination.
The Legal Risk:
An employee may later claim a medical emergency, mental health crisis, or family situation, arguing wrongful termination instead of resignation. This can also trigger claims under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA), which provide job-protected leave.
What Employers Should Do:
When an employee stops communicating:
Take-Aways:
Employee ghosting may be informal, but employers must respond with structure and documentation. A clear written policy should set expectations and define the abandonment timeframe. Prompt action, consistent policy enforcement, and thorough records best defend against future claims.
For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.
See also:
Cindy Bamforth
February 26, 2026
Clearly written policies and procedures support productivity, reduce confusion, and limit preventable employment disputes. The firm's 2026 package includes employment forms, handbooks, and compliance materials.
Clearly written policies and procedures support productivity, reduce confusion, and limit preventable employment disputes. Employers who rely on outdated forms or handbooks risk unnecessary exposure as employment laws continue to change.
Our 2026 workplace policy forms and handbook provide a practical “hire-to-fire” foundation to align workplace operations with current legal requirements.
2026 Model Forms include:
All 2026 forms orders also include sample hiring checklists, providing practical guidance to help ensure consistent, documented compliance throughout the onboarding process.
2026 Model Employee Handbook (80+ Pages) includes:
Client Feedback:
“Tim’s office makes HR matters so much easier! We just have to do what they tell us to do. We order their updated hiring forms and employee handbook each year and it keeps us protected simply with the correct up-to-date wording (since laws are always changing) that we would otherwise not know about. Just the hiring forms alone have saved us thousands of dollars in one lawsuit. We also take part in their yearly HR seminar, which keeps us up-to-date on new laws and key points to follow to keep us protected. I HIGHLY recommend any employer to connect with Tim and his team – especially in these current times!” – LO
February 25, 2026
CONTACT US TO ORDER NOW
California's Department of Industrial Relations announced a 3.3% rate increase for computer software professionals' overtime exemption, from $56.97 to $58.85 per hour for 2026.
California’s Department of Industrial Relations (DIR) announced a 3.3% rate increase for 2026, from $56.97 to $58.85, stemming from the California Consumer Price Index for Urban Wage Earners and Clerical Workers. Alternatively, an otherwise qualified salaried employee is eligible on minimum annual compensation of $122,573.13, up from $118,657.43, payable at least once monthly at no less than $10,214.44.
An exempt computer professional must also meet each of the Labor Code section 515.5 high-level skills and duties criteria. Among these, the employee must be “primarily engaged” (more than 50% of the time) in intellectual or creative work requiring the exercise of discretion and independent judgment such as ● applying systems analysis to determine “functional specifications” of hardware, software or systems; ● designing computer systems or programs; and/or ● documenting, testing, creating or modifying computer programs related to computer systems software or hardware design.
This exemption does not apply to trainees, entry-level employees, writers in the computer field, or others who use computers extensively but are not doing systems analysis, programming, and the like.
Although computer software professionals need not be paid overtime premium under California law, employers should further ensure they meet the comparable federal law exemption, which includes a less restrictive definition of “primary” duty, a lower hourly/salaried threshold, and similar skills and duties tests.
Such computer professionals may also qualify for the administrative, executive or “learned profession” exemptions from overtime, each of which has its own distinct qualifications.
For more information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.
See also:
Helena Kobrin
February 20, 2026
Annual virtual seminar for employers scheduled for February 27, 2026, covering employment legal essentials and new workplace laws including SB 303, AB 858, SB 294, SB 464, and SB 642.
Last chance for 2026 to attend our annual HR law update and refresher.
The all-day session includes:
New and updated laws for 2026 including:
Along with refreshers on the basics, including:
The session is a must for all business owners, executives and personnel management staff for confident hiring and stable business expansion.
We emphasize practical application with attendees encouraged to seek guidance on their particular legal challenges or concerns.
Electronic samples of our 2026 updated model employee handbook, policies and forms are included.
From past attendees:
“This seminar is a great service to our community and the employers of this state! I look forward to attending more of them. I feel better prepared to confront what it will take to put a lawful workplace into existence. Thank you, Tim, and your staff, for this great service and the useful materials you provide.” – CR
“The webinar with Tim and Cindy was extremely informative and provided knowledge that was key to operating my business. I enjoyed the presentation and all of the accompanying materials. I’m sure to recommend the Law Offices of Timothy Bowles to any business with employment law needs. The professionalism of the attorneys and their ability to present the complexity of California employment law to all attendees was exceptional!” – TT
“This has been an INVALUABLE service! Tim Bowles and staff have put together the materials and the counseling (in terms of live response to questions) that gives us the data necessary to be compliant with both the state and federal government. Worth very much more than the cost. My team and I can’t thank you all enough for your superior product!” TS
Friday, February 27, 2026, 9:30 – 4:30pm (break midway)
Pricing: $200 first company attendee; $175 for each additional person attending
DON’T WAIT!
Contact Aimee Rosales to reserve your space.
Email: officemgr@tbowleslaw.com; phone 626.583.6600.
Government Code 12999 requires private employers of 100 or more direct or labor contractor hires to submit an annual pay data report to the Civil Rights Department (CRD) by the May 13 deadline.
Government Code 12999 requires private employers of 100 or more direct or labor contractor hires to submit an annual pay data report to the Civil Rights Department (CRD). See California’s Annual Occupation Census: Two Steps Will Expand Employee Data Reporting Law (November 14, 2025) for details.
The CRD website has numerous tools available to help employers comply, including:
Take-Away:
Required pay data reporters should use the CRD website and get a timely start to ensure compliance by the May 13 deadline.
For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.
See also:
Helena Kobrin
February 13, 2026
The IRS announces a 2.5-cent increase in the 2026 standard mileage reimbursement rate to 72.5 cents per mile, effective January 1, 2026, applicable to all vehicle types.
The Internal Revenue Service has announced the 2026 optional standard mileage reimbursement rate for employee business use of a personal vehicle, effective January 1, 2026. The rate increases 2.5 cents, from 70 to 72.5 cents/mile.
These rates apply to fully electric, hybrid, gasoline, and diesel-powered vehicles.
These standard business mileage rates stem from annual government studies of fixed and variable vehicle operating costs, including insurance, repairs, maintenance, fuel, oil, and depreciation.
Under California Labor Code section 2802, employers must reimburse employees for all actual work-related expenses necessarily incurred in the course of their job duties. While the statute does not set a specific mileage rate, many employers rely on the IRS standard mileage rate as a reasonable method of reimbursement.
Take-Away:
Employers that use the IRS standard mileage rate should reimburse employees for work-related use of personal vehicles at 72.5 cents per mile beginning January 1, 2026.
For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.
See also:
Cindy Bamforth
February 11, 2026
Workplace mass litigation is out of control in California, with class action filings jumping 47% from 2020 to 2023 and PAGA claims surging from 11 in 2006 to 7,780 in 2023.
A quiet pandemic is plaguing California employers: the mounting wave of class actions and Private Attorneys General Act (PAGA) claims over underpaid wages, overtime, meal and rest periods and more. The cost in defense and in settlement can be devastating.
In class actions, a current or former employee seeks appointment as representative of all current and former employees with common claims. Fellow workers need not be aware of the issues or want to be involved.
In PAGA claims, a current or ex-employee brings the suit to collect Labor Code penalties for himself and all workers, the state receiving 65% of any recovery, the employees 35%, plus attorney fees. Penalties can be $50 or $100 for the first offense and skyrocket to double for subsequent offenses for every pay period in which they occurred. The employee must notify the Labor and Workforce Development Agency (LWDA) of the supposed PAGA claims at least 65 days before filing in court.
California employers are being clobbered. Workplace class actions filings jumped from 3,472 in 2020 to 5,117 in 2023, a 47% increase. See Ogletree Deakins article. PAGA claims started out slowly in their first year – 11 in 2006 – but by 2023, they were at 7,780. Duane Morris article. Defending class action and PAGA matters now dominate our practice’s time and attention.
Compliance reviews before the lawyers come knocking is vital. No internal review will guarantee never being sued but the benefit in limiting the chances is immense. Other “ounces of prevention” include:
Take-Away:
Employers should take all steps to proof themselves against such potentially business-ending claims. Working with a management-side employment attorney and taking advantage of available resources is a must for all businesses.
For further information, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin.
See also:
Helena Kobrin
January 30, 2026
The DLSE has released an updated mandatory Paid Sick Leave poster that California employers must display, reflecting amendments from SB 616 and AB 406.
The California Division of Labor Standards Enforcement has updated the mandatory Paid Sick Leave poster. California employers must download and display it in a conspicuous workplace location.
The updated poster reflects statutory changes to California’s paid sick leave law, including amendments enacted through SB 616 and AB 406, and summarizes current employee rights under the Healthy Workplaces/Healthy Families Act:
Take aways
Employers should download and display the current DLSE Paid Sick Leave poster in an accessible location, replace any outdated versions, use the appropriate translated poster for non-English-speaking employees, and review paid sick leave policies and handbooks to ensure consistency with the poster’s requirements. Employers must also continue to comply with applicable local paid sick leave ordinances, which may impose additional or more generous requirements.
For further assistance, please contact Tim Bowles, Cindy Bamforth or Helena Kobrin
See also:
Cindy Bamforth
January 29, 2026