Business & Workforce Management

California employers can still require employee arbitration agreements in 2026—if they are drafted to comply with AB 51’s “voluntariness” requirements and structured to withstand Federal Arbitration Act (FAA) preemption fights. AB 51 continues to shape how agreements are presented, accepted, and enforced statewide, especially for hiring and onboarding practices. This article explains the key clauses, […]

California small businesses must use AB 5’s ABC test to classify most workers in 2026—unless a specific statutory exemption applies. Misclassification can trigger back wages, tax exposure, penalties, and PAGA/representative litigation. This article provides a practical contractor-vs-employee checklist, key exemptions, industry examples, and compliance steps for California employers. Why AB 5 Still Matters for California […]

California’s AB 5 uses the “ABC test,” and failing any one prong can expose employers to civil penalties, back wages, tax exposure, and PAGA claims. Remote work complicates classification because location, control, and the worker’s “usual course of business” can be harder to document. This article explains how to classify California remote workers as W-2 […]

In 2026, several U.S. states and localities have already enacted a $20/hour minimum wage for many workers, far above the federal $7.25 rate. Which workers qualify and when increases apply depends on state statutes and city/county ordinances. This article maps where $20/hour is law and explains the major rules and exceptions. Understanding the $20 Minimum […]