California Labor &
Employment Law Blog
Oct 12, 2009

Governor Vetoes Several Employment-Related Bills

Topics: New Laws & Legislation

Yesterday California Governor Arnold Schwarzenegger vetoed several employment-related bills that would have caused more headaches for California employers. The California Legislature had passed the following bills and sent them to the Governor for signature: (1) AB 335, which would have prohibited forum selection and choice of law clauses in employment agreements, if the clauses provided for a forum other than California or the law of a state other than California for resolution of disputes between a California employee and the employer; (2) AB 793, which would haveincreased the statute of limitations and recovery period for compensation-related claims; (3) AB 943, which would have prohibited employers in most instances from obtaining credit reports for use in hiring decisions; and (4) AB 527, which would have created a presumption in Labor Commissioner proceedings that all pay records relating to the claim would be presumed false if the Labor Commissioner found that two or more records for any pay period were falsified. The Governor vetoed eachof these bills yesterday.

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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.

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About the Editor

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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