Governor Newsom’s televised news briefing on July 24, 2020, provided clues that enhanced enforcement of COVID-19 workplace safety is in the works. Likely, in response to criticism of the perceived ineffective response to worker protection during COVID-19, labeling Cal/OSHA as a “remote”…
Yesterday, Cal/OSHA greatly expanded its IIPP guidance pertaining to the hazard of COVID-19 in the workplace. Employers who have not reviewed and updated their IIPPs to address COVID-19 should do so now. Prior to yesterday, Cal/OSHA’s only guidance concerning IIPPs in relation to COVID-19 consisted…
As employers begin to re-open their businesses, now is a good time to refresh on the basics of the required recording of and reporting workplace injuries to Cal/OSHA, and in the context of COVID-19. Recording Cases of Injury or Illness in the Workplace All employers are required to record instances of a…
As California prepares to return to work, the ease of transmittal of COVID-19 cannot be disputed in the community and the workplace. Compounding this problem is that the CDC recognized that asymptomatic and even pre-symptomatic individuals can transmit the virus to others. In other words, people who do not…
For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.
Robin Largent has a regular presence in California state and federal courts and has been lead defense counsel and appellate counsel for large and small California employers in litigation (and arbitration) ranging from individual discrimination and harassment claims to complex wage and hour representative and class actions. She also leads the firm’s appellate practice, having substantial experience and success handling appeals, writ petitions, and amicus briefs in both state and federal court on issues such as class certification (particularly in the wage and hour arena), manageability and due process concerns associated with class action trials, exempt/non-exempt misclassification issues, meal and rest break compliance, trade secret/unfair competition matters, and the scope of federal court jurisdiction under the Class Action Fairness Act.
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