It may seem unfair, but an employer can fire an “at-will” employee at any time, without good cause – or even without any cause at all. It is a bitter pill, and one that many American workers must swallow. Under the law, you are generally deemed to be employed at-will, unless you can prove otherwise.

Workers who are employed at-will can be fired for no reason, but they cannot be fired for a bad reason. Some reasons are illegal under federal or state law, exceptions to the general doctrine of at-will employment.

A "surety bond" is a legal tool used to guarantee that a promise will be kept.  It ensures that contractual requirements will be met and work will be done according to specifications.  If they are not, the bond will cover some or all of the damages that result.

The "surety bond" commits three parties to a binding contract. 

First, there is the "principal," the contractor, business or individual purchasing the "surety bond" as a way to assure others that work will be done as agreed.

New law hailed as a victory for organized labor but CalChamber calls it a “job killer”

California governor Jerry Brown announced on September 28, 2014 the signing of Assembly Bill (AB) 1897, which adds section 2810.3 to the Labor Code and targets businesses that use workers provided by temp agencies. AB 1897 takes effect January 1, 2015.

According to

As the relationship of a caregiver and client is unique and valuable, prior law allowed for an overtime exemption to give families flexibility when scheduling caregivers in accordance with their needs. Now, a law effective January 1, 2014 has expanded overtime pay requirements under the Fair Labor Standards Act (FLSA) to include in-home caregivers.

The bill creates the Domestic Worker Bill of Rights to regulate the work hours and provide an overtime compensation rate for domestic work employees. These new requirements affect domestic workers as well as personal attendants. There is an important distinction between the two which needs attention in order to best understand how the new bill changes the law.

As a business owner, you know that terms of a contract are typically negotiated between you and the other parties to the contract. However, some contract terms are already established, usually by lawyers and are attached to your contracts. The term “boilerplate” may sound like it belongs in an equipment manual, but it is a legal term that refers to standardized, formal contract language that addresses the “what if” situations. In other words, it’s the fine print of a contract. 

A Quick History of Boilerplate 

There’s a good reason why the word “boilerplate” doesn’t sound like it belongs in law, it didn’t originate there.

A controversial plan to convert hundreds of thousands of acres of California farmland into a high speed rail corridor has certainly been making news headlines.

But despite being confronted with a host of lawsuits, the California High-Speed Rail Authority (CHSRA) is still planning to undertake the massive public works project, the fruit of a multi-billion dollar bond measure approved by voters in 2008.

CHSRA's use of eminent domain entails purchasing numerous and often odd shaped parcels from area farming operations to facilitate the construction of the high-speed rail project.

When the high-speed rail project is finally completed in 2029, commuters will zip between San Francisco and Los Angeles at speeds approaching 200 MPH. Purported southern and northern extensions will reach to San Diego and Sacramento.

Crowdfunding has emerged as an exciting alternative to traditional business financing. In essence, a crowdfunding model solicits a large number of smaller investments from an extremely broad base of investors, allowing entrepreneurs to raise the capital they need to get a project off the ground without exposing any single investor to a deterring level of risk.

While crowdfunding has shown some promise, there is still risk involved and investors need to have realistic expectations. Also, entrepreneurs should be aware that many crowdfunding ventures fail before they reach an operational stage, and understand strategies they can use to increase their chances of success.

Because of its collective nature, crowdfunding shields investors from significant losses and because individual contributors don't generally contribute large amounts of money.

After three years of waiting, the California Supreme Court has finally rendered their decision in the case of Brinker Restaurant Corporation v. Superior Court. This has been a highly-anticipated decision in that it was to provide much-needed clarification regarding the extent of an employer’s obligations to provide rest and meal periods to their employees.

The widespread confusion on this issue has resulted in a tidal wave of class-action litigation against employers. More often than not, these companies believed they were in compliance, but nonetheless found themselves embroiled in expensive litigation.

We live in a digital world and if you are not doing business online you could be missing out on the profits and other benefits of this marketplace.  If you want to expand your business horizons using the internet, you should be aware of the legal implications that may come along with the benefits.  You should make your customers aware of your policies when doing business online and it is also imperative that you tend to intellectual property concerns at the same time.

1. I.                   Terms and Conditions

An important but frequently overlooked legal aspect of doing business online is the Terms and Conditions of Use agreement.

Job-seekers have to be ready to respond to any interview question asked of them, but not every question has to be answered. 

To ensure that employers do not discriminate against candidates based on age, gender, race, health and family arrangements, there are certain regulations which restrict the type of questions which are permissible during an interview. Below, we explore several topics that may be problematic and should not be asked of potential employees: 

Questionable Questions

Let’s take a look at a few topics that may be problematic. 

• Age: Does anyone like to be asked their age unless just turning 21? Probably not. While an interviewer may ask whether a candidate is over the age of 18 or 21, he or she may not ask for a specific age.