When I was recently asked to answer a reporter’s questions about pay equity, I jumped at the chance because I remembered an issue from my first full-time job that still irks me today. Thankfully the law in the US and especially in California has evolved on this issue quite a bit. Today an employee can go to Human Resources and ask about pay issues and has legally protected rights associated with those inquiries.

Also Human Resources should be trained on how to answer such questions honestly so the employee knows why they are being paid less. In my experience there almost always is a legitimate business reason, such as experience, education, seniority, location, or particularized skill set. The employee is entitled to know.

Read the full Newsweek article with my quotes here.

The pressure was turned up today on lawmakers as the largest federal workers union demanded an end to the government shutdown. NBC News reports: “The country’s largest union representing federal workers is calling for lawmakers to pass a short-term spending measure to immediately end the government shutdown, urging Democrats to abandon their current position and…

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It’s time to update those handbooks for 2026 and while there are numerous new laws California employers must comply with, not all of them are, what I call, “handbook worthy.” Here are three changes I’m making to this year’s handbooks to stay compliant and ensure policies are clear for all employees.

First, under the new Civil Rights Department regulations that took effect October 1, 2025, it’s prohibited for employers to use automated-decision systems (ADS) such as AI tools in hiring, promotion or other employment-related decisions if those systems discriminate against applicants or employees based on protected characteristics under the Fair Employment and Housing Act (FEHA). Employers must retain ADS-related data (including screening data, outcomes, vendor reports) for at least four years and vendors of such tools may be treated as “agents” of the employer, making the employer liable. Because of this, our handbooks’ non-discrimination/EEO policy will be expanded to say that any use of software, algorithm or automated tool in recruitment, promotions, performance or termination decisions must be carefully vetted to ensure no disparate impact; that employees may ask about use of such tools; and that the company will maintain appropriate documentation and oversight.

Second, AB 406 expands upon last year’s AB 2499 legislation reorganizing California’s crime victim time off and accommodations law.  This law prohibits employers from retaliating against or terminating an employee who is a victim or a family member of a victim taking time off in order to attend judicial proceedings related to that crime. AB 406 creates a different definition of “victim” which includes being subjected to one of 14 different crimes. It also revises notice requirements under California’s jury duty law, requiring reasonable advance notice, unless the “advance notice is not feasible.”  

Third, given the passage of SB 648, amending Labor Code section 351, which empowers the state labor commissioner to investigate and issue citations and fines for tip theft, we recommend ensuring all tip policies and pools are clear and in writing. Handbook policies should clarify that tips left by patrons (including credit-card tips) are the sole property of the employee, that the employer or its managers may not deduct credit-card processing fees or take any portion of the tips, and that tips paid via credit card must be paid to the employee no later than the next regular payday following the date the patron authorized the payment.

These updates are meant to keep handbook language aligned with California’s evolving employment-law landscape and reduce legal risk for the upcoming year.

Governor Newsom just signed Senate Bill 617 into law on October 1, 2025, expanding California’s Worker Adjustment and Retraining Notification (Cal-WARN) Act.  As a reminder, the WARN Act requires employers to give 60-days’ notice before a mass layoff, plant closure, or relocation. In addition, employers must notify employees and both state and local representatives. This helps workers prepare for job loss, find new jobs, or train for new opportunities.  
This new law adds important content and coordination requirements for employers conducting mass layoffs, relocations, or terminations in California.

Here are five key takeaways for employers:

1. New Required Disclosures in Cal-WARN Notices

Under SB 617, employers must now include specific information in their 60-day advance notices for any mass layoff, relocation, or termination.
The notice must state whether the employer plans to coordinate services for affected employees through:

• The local workforce development board (LWDB),
• Another entity, or
• No entity at all.

Regardless of coordination, the notice must also include:

• The email and phone number for the relevant LWDB, and
• The following required statement:

“Local Workforce Development Boards and their partners help laid off workers find new jobs. Visit an America’s Job Center of California location near you. You can get help with your resume, practice interviewing, search for jobs, and more. You can also learn about training programs to help start a new career.”

2. CalFresh Information Must Be Included

Employers must now include a description of California’s statewide food assistance program (CalFresh) in every Cal-WARN notice.
This means providing:

• A short description of CalFresh,
• The CalFresh benefits helpline, and
• A link to the CalFresh website.

This new requirement is intended to ensure that displaced employees are aware of public assistance resources during a transition.

3. Employers Must Provide Their Own Contact Information

Each notice must include a functioning employer email and telephone number for employees and agencies to contact.
This seems minor, but it’s a new explicit requirement — and a simple item that could create compliance risk if omitted.

4. Coordination of Services Must Happen Within 30 Days

If an employer chooses to coordinate services through a local workforce development board or another entity, those services must be arranged within 30 days from the date the notice is issued.
This means employers need to identify the LWDB and plan any “rapid response” sessions early in the process — not at the last minute.

5. Effective January 1, 2026

The new law takes effect on  January 1, 2026.  In addition to the new content, remember that Cal-WARN continues to apply to employers with a “covered establishment” that employs or has employed in the preceding 12 months, 75 or more full and part-time employees. Generally, Cal-WARN applies when:

• Plant closure affecting any amount of employees.
• Layoff of 50 or more employees within a 30-day period regardless of the percentage of workforce.
• Relocation of at least 100 miles affecting any amount of employees.

Failure to comply can result in back-pay liability and civil penalties.

Final Thoughts

SB 617 doesn’t change when Cal-WARN applies, but it does change how employers must communicate with employees and agencies during a layoff or closure.

Join Us for Our Upcoming Masterclass

Zaller Law Group will be hosting a masterclass on October 30, 2025, covering the new employment laws facing California employers in 2026, including SB 642 and other key updates signed by Governor Newsom.
We’ll break down what these changes mean in practice and provide actionable steps to stay compliant heading into the new year. Registration for the masterclass is here.

The post California Employers: What SB 617 Means for Cal-WARN Notices Starting January 1, 2026 appeared first on California Employment Law Report.

In this episode of California Employment News, Weintraub Tobin attorneys Shauna Correia and Meagan Bainbridge discuss SB 261, a new law that strengthens enforcement of California wage judgments. Learn about the new public database for unpaid judgments, triple penalties for late payment, and mandatory attorney’s fees for enforcement.

Watch this episode on the Weintraub YouTube channel.

Show Notes:

Shauna: Thank you for joining us for this installment of the California Employment News, an informative video and podcast resource offered by the Labor and Employment group at Weintraub Tobin. My name is Shauna Correia. I’m the practice group leader, and I’m joined today with my partner, Meagan Bainbridge. Today we’ll be talking about Labor Code enforcement tools that were recently greenlighted by Governor Newsom. Meagan, can you start us off by providing some background on this new law?

Meagan: Yeah. So, for context, if a judgment is issued against a defendant employer for a wage claim filed by an employee before the Labor Commissioner, under the current Labor Code, what have the proceedings under the Labor Code and Civil Code allowed for simple interest to accrue on a judgment until that judgment is paid. However, the legislature believed that this was not a strong enough incentive to promptly pay judgments owed or to deter employers from violating the Labor Code in the first place. So, Shauna, do you want to kind of talk through what the new regulations allow for and what those tools being provided are?

Shauna: So the stated intent behind SB261 is to provide these additional tools to enhance enforcement and collection of wage judgments in order to ensure victims of wage theft are paid in a timely manner. And so the new law, as enacted, requires the creation of a public database of employers who have unsatisfied wage judgments against them. And that would be searchable online in order to increase accountability. Megan, this new law will also provide some new penalties to incentivize prompt payment of judgments, right? Yeah.

Meagan: So, a new labor code section, section 238.05, is being added that allows for a civil penalty of up to three times the judgment, plus accrued post-judgment interest for non-payment of any judgment that remains outstanding for more than 180 days after the deadline to appeal has passed. 50% of this penalty will go to the employee. The other 50% will go to the Division of Labor Standards Enforcement. And the new law also makes mandatory an award of attorney’s fees and cost to the employee or the public prosecutor, whoever has to enforce the judgment. Well, those are some powerful enforcement incentives.

Now, there is a way for employers to avoid these penalties even if they were delinquent in paying a judgment, which is that if they work with the employee and they reach an accord as outlined in Labor Code Section 238 prior to the deadline, and they comply with the terms of the agreement, such as if it calls for installment payments, then that the penalty would not be imposed. Thanks, Shauna. And that’s it for now. You can continue to find our video series and podcast through the lelawblog.com on the Weintraub Tobin YouTube channel or wherever you listen to your favorite podcasts. Thank you everyone for joining us and we look forward to reconnecting on the next edition of California Employment News.

Shauna: We’ll see you then. Thanks.

California Workers’ Rights Daily Digest – October 20, 2025

Welcome to today’s briefing on workers’ rights in California, highlighting protections for low-wage sectors like agriculture, warehousing, and construction. Sourced from official and advocacy channels, we feature timely safety reaffirmations and funding boosts.

Recent Developments

• Farmworker Safety and Wage Protections: During National Farm Safety and Health Week, state agencies spotlighted Senate Bill 846, signed in July and effective January 1, 2026, which updates a 50-year-old lien statute to let agricultural workers secure up to two weeks of unpaid wages without prior restrictions on farm ownership types. This combats wage theft in ag by simplifying recovery processes.
• Rural Outreach Expansion: The Rural Strategic Engagement Plan (RSEP), funded with $30 million over three years, recently held its first cross-training session in September for over 200 staff, enhancing coordination for farmworker services like enforcement and referrals. Seven organizations now host community clinics for direct access.
• Apprenticeship Investments: $30 million awarded in October to 70 programs supports over 11,000 apprentices in sectors like education and manufacturing, offering paid training pathways for low-wage workers transitioning to stable roles, such as early care apprenticeships for economically disadvantaged groups.

Enforcement Actions

• Heat Safety Advisory: Amid forecasts of 90°F+ temperatures, Cal/OSHA issued a September advisory enforcing heat prevention standards, with high-heat protocols (e.g., employee monitoring) mandatory at 95°F for agriculture and construction to prevent illnesses in outdoor labor.

Tips and Resources for Workers

• Heat Hazard Prevention: In agriculture or construction, demand shade at 80°F+, cool-down breaks, and training; indoor warehousing requires similar at 82°F. Join the Heat Illness Prevention Network for updates via HIPNetwork@dir.ca.gov.
• Farmworker Education Tools: Access the multilingual Campo Seguro site through the SAFE Program for safety trainings and rights info; it has reached 1.4 million since 2020, including indigenous communities.
• Career Training Funds: Explore $26 million in EDD/ETP grants for farmworker skill-building toward higher wages and union pathways.

Keep advocating—resources at dir.ca.gov and labor.ca.gov. See you tomorrow!

California Wage Theft Alert – October 19, 2025

Hello, equity enforcers! Our perusal of the California Department of Industrial Relations (DIR) latest updates indicates no new citations or enforcement actions from the Labor Commissioner’s Office today.

Spotlight: Restaurant Wage Theft – Sick Leave Denials and Wage Discrepancies

Amid ongoing challenges in the food service sector, employers frequently withhold paid sick leave and furnish incomplete wage statements, forcing staff to work while ill and obscuring their earnings. This exacerbates health risks and financial instability for low-wage employees in suburban eateries. Today’s feature spotlights an Orange County enforcement action that combines citations and litigation, demonstrating DIR’s multifaceted approach to recover entitlements through the Healthy Workplace, Healthy Families Act.

February 27, 2025: Buena Park Restaurant Issued Over $1.1 Million in Penalties for Wage and Sick Leave Violations

• Employer: Food Source LLC
• Location: Buena Park (enforcement from Santa Ana)
• Workers Affected: At least 90 total; 73 compensated via citations
• Violations: Unpaid wages, overtime, and contract wages; liquidated damages; incomplete wage statements; denying paid sick leave access/documentation on stubs; failing to inform of rights; no COVID-19 supplemental sick leave
• Amounts Assessed: Over $1.1M total—$532,561 in citations for wage theft (to 73 workers); $575,803 in lawsuit for sick leave violations/penalties
• Case Overview: LCO’s action targets systemic non-compliance with California’s sick leave laws since 2014. Urges workers to contact hotlines for claims; part of broader outreach like Reaching Every Californian to combat such abuses.

Labor Commissioner Lilia García-Brower stated: “Employees should not be forced to choose between their health and earning a livelihood. My office is committed to ensuring workers are properly paid for their labor and receive all the benefits they earn and rightfully deserve.”

This case supports BOFE’s recoveries surpassing $43M since 2022, emphasizing integrated enforcement.

Restaurant Protections: Sick Leave, Wages, and Statements

• Key Rights: Accrue 1hr sick leave/30hrs worked (up to 48hrs/year, usable after 90 days); overtime at 1.5x/2x; complete stubs detailing hours, rates, deductions, sick leave balance.
• Worker Strategies: Track sick leave usage/denials with records; report violations anonymously via Paid Sick Leave Hotline (855-526-7775) or wagetheftisacrime.com. File claims at dir.ca.gov/dlse/HowToFileWageClaim.htm (retroactive 3-4 years).
• Employer Practices: Implement tracking software for accruals/statements; train on Healthy Workplace Act at dir.ca.gov/dlse/Paid_Sick_Leave.htm. Engage in self-audits with LCO resources to prevent lawsuits/citations.

Inquiries to 833-LCO-INFO (multilingual).

Back tomorrow. From DIR announcements.

Governor Newsom just signed SB 642 into law, making big changes to California’s pay transparency and equal pay requirements. The law goes into effect January 1, 2026, and employers need to start preparing now.

For a full overview of the other employment bills signed and vetoed by the Governor impacting employers in 2026, you can read my earlier post here: New 2026 Employment Law Requirements in California: Key Bills Signed, Vetoed, and What’s Next. Zaller Law Group will also be hosting a webinar on October 30, 2025, covering SB 642 and other new employment laws for 2026 — details and registration link are included at the end of this post.

Here are five key updates California employers should know about SB 642:

1. “Pay scale” now means a good faith estimate of pay at hire

Employers must provide or post a realistic, good faith pay range reflecting what they actually expect to pay a new hire — not a broad range.
If you have 15 or more employees, that range must appear in all job postings.

2. Expanded definition of “wages” and “sex”

The bill clarifies that for Equal Pay Act purposes, “wages” and “wage rates” include all forms of pay — bonuses, stock options, benefits, travel reimbursements, and allowances.
“Sex” now tracks the definition under the Government Code, explicitly including gender identity and gender expression.

This ensures broader protection under California’s Equal Pay Act and increases the scope of what must be analyzed for pay equity.

3. Longer statute of limitations — up to six years of exposure

The time to bring an Equal Pay Act claim is now three years from the last date of the violation, and employees can recover for up to six years of pay disparity.

4. Recordkeeping and enforcement just got tougher

Employers must keep job title and wage history records for the duration of employment plus three years after separation.
The Labor Commissioner can inspect these records to determine if a pattern of wage discrepancy exists.
Penalties for failing to comply with pay scale posting rules range from $100 to $10,000 per violation, though first-time violators can avoid penalties by correcting postings.

5. Reminder of existing obligations under Labor Code section 432.3

Since January 1, 2018, when Labor Code section 432.3 was first adopted, California employers have been prohibited from relying on an applicant’s salary history information when determining whether to make an offer or what pay to offer.

While employers cannot ask about prior wage history, employees may voluntarily disclose how much they were paid in previous positions — but employers cannot rely on that information to set pay rates.

Upon a reasonable request by an applicant for a position — and upon request by a current employee — employers must provide the pay scale for the position.

Remember, employers cannot prohibit employees from discussing or disclosing their wages, or from refusing to agree not to disclose their wages under Labor Code sections 232(a) and (b). Employers also cannot require employees to refrain from discussing working conditions, or require them to sign an agreement restricting such discussions, under Labor Code section 232.5.

The Labor Commissioner’s FAQs interpreting section 432.3 clarify that employees may ask what other employees are paid, but employers are not required to provide that information. Employers should review those FAQs in the coming months to see if they are updated in light of SB 642.

Join Us for Our Upcoming Webinar

Zaller Law Group will be hosting a masterclass on October 30, 2025, covering the new employment laws facing California employers in 2026, including SB 642 and other key updates signed by Governor Newsom.
We’ll break down what these changes mean in practice and provide actionable steps to stay compliant heading into the new year. Registration for the masterclass is here.

The post Friday’s Five: Governor Newsom Signs SB 642 — Major Updates to California’s Pay Transparency and Equal Pay Laws appeared first on California Employment Law Report.

Generated Posts for: CATL’s New Sodium Battery Lasts 3.6 Million Miles — 50% Cheaper Than Lithium

Comparing Sodium-Ion and Lithium-Ion Batteries: A Technological Overview

The advent of sodium-ion batteries, exemplified by CATL’s recent innovation, prompts a comparative analysis with traditional lithium-ion batteries. Both technologies serve as energy storage solutions but differ in material composition, performance characteristics, and cost implications.

Sodium-ion batteries utilize sodium, a more abundant and cost-effective material compared to lithium. This substitution not only reduces production costs but also alleviates some of the environmental concerns associated with lithium mining. However, sodium-ion batteries have historically faced challenges in energy density and cycle life compared to their lithium counterparts.

CATL’s sodium-ion battery addresses these challenges by achieving a lifespan of up to 3.6 million miles, comparable to or exceeding that of many lithium-ion batteries. This advancement signifies a substantial improvement in performance, making sodium-ion batteries a viable alternative in various applications, including electric vehicles.

In summary, while sodium-ion and lithium-ion batteries each have their advantages and limitations, the development of high-performance sodium-ion batteries like CATL’s represents a significant step forward in energy storage technology.

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Safety Enhancements in CATL’s Sodium-Ion Battery Technology

Safety is a paramount concern in battery technology, and CATL’s sodium-ion battery addresses this issue with significant improvements. The chemical composition of sodium-ion batteries inherently reduces the risk of overheating and thermal runaway, common problems associated with lithium-ion batteries.

This enhanced safety profile not only protects consumers but also contributes to the overall reliability of electric vehicles. With fewer incidents of battery-related failures, consumer confidence in EVs is likely to increase, further promoting the adoption of electric transportation.

Furthermore, the safety advancements in sodium-ion batteries could lead to stricter industry standards and regulations, encouraging manufacturers to prioritize safety in their designs. This shift could result in a more robust and secure EV market, benefiting both consumers and the industry as a whole.

In conclusion, CATL’s sodium-ion battery sets a new benchmark for safety in battery technology, addressing critical concerns and paving the way for safer electric vehicles.

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Economic Implications of CATL’s Sodium-Ion Battery for the EV Market

The economic ramifications of CATL’s sodium-ion battery are profound, potentially reshaping the electric vehicle (EV) market. By reducing production costs by up to 50%, this innovation makes EVs more affordable for consumers, accelerating the adoption of electric vehicles worldwide.

The cost-effectiveness of sodium-ion batteries could also stimulate competition among manufacturers, leading to further technological advancements and price reductions. As more companies invest in this technology, economies of scale will likely drive down costs, making EVs an increasingly attractive option for a broader demographic.

Additionally, the widespread adoption of affordable EVs could have significant implications for the global automotive industry. Traditional automakers may need to adapt to the changing market dynamics, potentially shifting their focus towards electric vehicle production to remain competitive. This transition could lead to job creation in new sectors and the development of new supply chains, fostering economic growth in emerging industries.

In summary, CATL’s sodium-ion battery not only offers a more affordable alternative to lithium-ion batteries but also has the potential to drive economic growth and innovation within the electric vehicle sector.

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The Environmental Impact of CATL’s Sodium-Ion Battery

The introduction of CATL’s sodium-ion battery not only promises economic benefits but also offers significant environmental advantages. Sodium, being more abundant than lithium, reduces the ecological footprint associated with mining and resource extraction. This shift could lead to a more sustainable supply chain for EV batteries, mitigating some of the environmental concerns linked to traditional lithium mining.

Moreover, the enhanced safety features of the sodium-ion battery contribute to environmental protection. By minimizing the risk of thermal runaway and potential fires, the battery reduces the likelihood of hazardous chemical spills and contamination. This safety improvement ensures that the environmental impact of battery production and disposal is further minimized.

The longevity of the sodium-ion battery also plays a crucial role in environmental sustainability. With a lifespan of up to 3.6 million miles, the need for frequent battery replacements is significantly decreased. This reduction in waste not only conserves resources but also lessens the environmental burden of manufacturing and disposing of batteries.

In essence, CATL’s sodium-ion battery aligns technological advancement with environmental responsibility, offering a greener alternative in the pursuit of sustainable transportation solutions.

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Revolutionizing Electric Vehicles: CATL’s Sodium Battery Breakthrough

In a groundbreaking development, CATL, a leading Chinese battery manufacturer, has unveiled a new sodium-ion battery that promises to revolutionize the electric vehicle (EV) industry. Unlike traditional lithium-ion batteries, sodium-ion batteries utilize sodium, a more abundant and cost-effective material, potentially reducing production costs by up to 50%. This innovation could make EVs more affordable and accessible to a broader audience.

The sodium-ion battery boasts an impressive lifespan, capable of enduring up to 3.6 million miles. This longevity addresses one of the primary concerns of EV owners: battery degradation over time. With such durability, consumers can expect a longer-lasting and more reliable driving experience, enhancing the overall appeal of electric vehicles.

Additionally, the sodium-ion battery offers enhanced safety features. Its chemical composition reduces the risk of overheating and thermal runaway, common issues associated with lithium-ion batteries. This advancement not only improves the safety of EVs but also contributes to the sustainability of the automotive industry by reducing the environmental impact of battery production and disposal.

In conclusion, CATL’s sodium-ion battery represents a significant leap forward in EV technology. By offering a more cost-effective, durable, and safe alternative to lithium-ion batteries, it paves the way for a more sustainable and accessible future for electric vehicles.

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The following article originally appeared in Capital & Main. When a Dollar General stocker named David Williams saw two of his co-workers struggling to subdue a would-be shoplifter who was carrying a knife in 2019, the then-33-year-old kept his mouth shut. Later, when a co-worker asked him why he did nothing, Williams told him the truth.…

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