While California’s statewide minimum wage rate ($16.50) went into effect January 1, 2025, July will bring a new round of both local and industry-specific minimum wage increases. Employers should be cognizant of these increases, review applicable minimum wage standards for their employees, and ensure that the correct rate is being applied.

The California Labor Code provides that required meal breaks may be waived by mutual consent of both the employer and employee for any shifts in which the employee works no more than 6 hours, and the second meal period may also be waived if the first meal break is not waived and the employee works no more than 12 hours in the shift. Many employers use standing written meal break waivers in which the employee agrees in advance to waive future meal breaks that fit within these waivable parameters. In Bradsbery v. Vicar Operating, Inc. a California appellate court addressed the enforceability of these written meal break waivers.

Effective July 1, 2025, Los Angeles County’s Fair Workweek Ordinance will impose new scheduling mandates on large retail employers operating in unincorporated areas of the county. Covered employers—those with 300 or more employees globally—must provide good-faith estimates of work schedules at hire, post finalized schedules at least 14 days in advance, and offer additional hours to current employees before hiring externally. The ordinance also requires a 10-hour rest period between shifts and imposes “predictability pay” for last-minute changes. Though more straightforward than many complex wage-and-hour regulations, the law carries real teeth, including fines of up to $500 per violation and $1,000 for retaliation.

The annual List ranks the legal industry’s leaders in Los Angeles County. “We’re grateful to be featured with such respected industry leaders,” says Founder and Managing Shareholder Christian Scali. “The recognition highlights the legal excellence and tireless dedication of our team to our clients and our profession.”

After a three-week trial and in a sweeping victory for Team Kia Mazda of El Cajon, a San Diego jury delivered a full defense verdict on all five claims asserted by the plaintiff in Ganatta v. JKC Palm Springs Automotive, Inc. (dba Team Kia Mazda of El Cajon). The verdict was rendered after less than seven hours of deliberation.

The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that has been in place since 1994, which protects military service members and veterans from discrimination in employment on the basis of their service, and allows them to regain their civilian jobs after their service. On January 2, 2025, the Senator Elizabeth Dole 21st Century Veterans Healthcare and Benefits Improvement Act (Dole Act) took effect and included a new amendment to USERRA that expanded USERRA’s protections for veterans.

When Assembly Bill 1755 (AB 1755) was signed into law, on September 29, 2024, it marked a major shift in how California handles lemon law disputes—streamlining the resolution processes between consumers and manufacturers, including a consumer notice to a manufacturer 30 days before filing suit. But as with any major change, a few loose ends remained.

Courts have grappled with how to apply California’s general cost recovery rule, particularly in the context of settlements that provide that the plaintiff may seek costs (including attorney’s fees) by motion. The recent California Supreme Court decision, Madrigal v. Hyundai Motor America, No. S280598, 2025 WL 943693 (Cal. Mar. 20, 2025), has brought some clarity. 

While employees frequently sign arbitration agreements as part of their onboarding, when a grievance arises, they oftentimes either choose to ignore that agreement, or expect to challenge its enforceability and file suit instead. Employers are then forced to file a motion to compel arbitration to enforce that agreement. In this case, Arzate v. Ace American Insurance Company, the trial court granted the motion, enforced a class action waiver within the agreement, and stayed the action pending arbitration.

Those awarded are “some of the best and brightest in a large and highly competitive world of Southern California professionals, but it is their dogged dedication to both clients and craft that make them worthy of this recognition,” states the publisher.

Scali Rasmussen founder and managing shareholder, Christian Scali, joined "Forbes Newsroom" to discuss the impact President Donald Trump's tariffs on imported vehicles and expected levy on certain auto-parts could have on the auto industry.

Scali Rasmussen, PC announced today that the firm’s Labor & Employment and Franchise practices have been recognized in the inaugural Chambers California Spotlight Guide for 2025. Distinctions from Chambers Spotlight recognize exceptional small and midsize business law firms throughout the state.

A recent transaction that saw a long-time dealership executive re-enter the retail automotive world is an example of how new forms of capital are coming into play in the buy sell sector. It also illustrates the importance of personal relationships in the buy sell world even as the role of consolidators grows.

Tariffs have long been used to regulate trade. Companies seek ways to reduce costs, including "tariff engineering"—modifying products to qualify for lower tariffs. While legal, improper execution can lead to severe penalties, as seen in Ford Motor Company’s recent case.

Recently, I was talking to an executive at a major auto manufacturer, and he shared that not only were they currently revising their annual business plan daily, but they also had a team of five full-time employees war-gaming different scenarios.

A new administration in the White House always brings change. This time those changes are coming faster than usual.

Dealers are always optimists, and they are feeling good about a new administration that seems to be pro-business. However, while it is still early days, it appears the policies may be a mixed bag where boosting the retail auto industry is concerned.

Can California employers require employees to cover the cost of lost or damaged company property? Many organizations implement policies or agreements holding employees financially responsible for lost keys, uniforms, or equipment. However, California law imposes strict limitations on an employer’s ability to recover such losses.

California’s Second District Court of Appeal reaffirmed that employees cannot bypass arbitration by filing only “representative” PAGA claims.

The U.S. government has announced a one-month delay in the implementation of new tariffs on vehicles and parts imported from Canada and Mexico. These tariffs, originally scheduled to take effect immediately, have been postponed to allow further discussions between policymakers and industry stakeholders.