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Your Right to Speak Up About What Happened to You at Work Key Takeaways: California’s Silenced No More Act (SB 331), effective January 1, 2022, limits employers’ use of nondisclosure and non-disparagement provisions that would stop workers from discussing conduct they reasonably believe is unlawful. It expanded FEHA protections beyond sexual harassment to cover discrimination, harassment, and retaliation tied to any protected characteristic, making offending provisions unenforceable under Cal. Gov. Code § 12964.5. Employers offering separation agreements must notify employees

When Quitting Your Job Is Legally Treated Like Being Fired Key Takeaways: Constructive discharge under California employment law occurs when an employer creates or permits working conditions so intolerable that a reasonable person would have no alternative but to resign, treating that resignation like a termination. CACI No. 2510 requires both objectively intolerable conditions and proof the employee resigned because of them. The bar is high: conditions must be unusually aggravated or form a continuous pattern. Claims typically arise from

When Asking for Help at Work Turns Into a Legal Issue Key Takeaways: The FEHA interactive process is the timely, good faith dialogue California employers must have with employees who request accommodation for a known disability. Government Code § 12940 creates two distinct duties: providing reasonable accommodation under subdivision (m)(1) and engaging in the process itself under subdivision (n). A claim can exist even if no accommodation would have worked, though courts generally require showing that a reasonable accommodation was