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Alex has spent his career working for and with public agencies. He is a member of the firm’s Labor Relations practice group and has broad and deep experience working with a wide range of collective bargaining statutes, including the National Labor Relation Act (“NLRA”) and the Meyers-Milias-Brown-Act (“MMBA”). Alex is well-versed in bargaining strategy and tactics and negotiates collective bargaining agreements with employee organizations and Project Labor Agreements (“PLAs”) with building and construction trades councils. When he is not bargaining, Alex regularly provides advice and counsel to clients navigating meet and confer obligations and in administrative proceedings defending clients against unfair practice charges and in arbitrations defending clients against contractual grievances.

On October 4, 2023, Governor Newsom signed Senate Bill (“SB”) 616 into law.

SB 616 amends the Healthy Workplaces, Healthy Families Act of 2014 (Labor Code sections 245-249) to increase the minimum number of paid sick days to which employees, including public employees, are entitled as well as the minimum number of days employees may

After three years of COVID-19, many employers are familiar with the occupational safety and health regulations that relate to that specific workplace hazard and the Division of Occupational Safety and Health (“Division” or “DOSH”) which enforces those regulations. (Note: The Division is often referred to as Cal/OSHA.)

However, even with COVID-19 (hopefully) disappearing into the

On June 8, 2022, the California Department of Public Health (“CDPH”) adopted new definitions for two terms that are critical to determining how employers must respond to COVID-19 cases in the workplace: “close contact” and “infectious period.”[1]

The updated definitions will affect employer obligations under both CDPH health orders that use such terms and

This post originally appeared in January 2022.

In light of the current surge in COVID-19 cases, it is important that employers understand their obligations in the event that there is a COVID-19 outbreak at one of their workplaces.

This blog post is intended to provide an overview of the various statutory and regulatory obligations

On February 28, 2022, the California Department of Public Health (“CDPH”) updated its guidance concerning the use of face coverings to further relax those requirements.

While the updated CDPH guidance continues to require the use of face covering in certain high-risk settings,[1] the guidance removes those requirements in most other circumstances:

  • Effective March 1,

On February 9, 2022, Governor Newsom signed Senate Bill (“SB”) 114[1] into law. The law reauthorizes COVID-19 Supplemental Paid Sick Leave (“SPSL”), providing paid leave entitlements to employees who are unable to work or telework due to a number of qualifying reasons related to COVID-19. The law becomes effective on February 19, 2022 and

This week, the California Legislature is considering the adoption of Assembly Bill (“AB”) 84, which would reauthorize COVID-19 Supplemental Paid Sick Leave (“SPSL”). If passed, the bill would require that most employers in the state provide paid sick leave to employees for certain reasons related to COVID-19.

Earlier this week, the State Senate adopted AB

In light of the current surge in COVID-19 cases, it is important that employers understand their obligations in the event that there is a COVID-19 outbreak at one of their workplaces.

This blog post is intended to provide an overview of the various statutory and regulatory obligations that employers have during an outbreak so that

Under updated guidance issued by the California Department of Public Health (“CDPH”),[1] certain asymptomatic unvaccinated employees who have had a close contact exposure[2] to someone with COVID-19 may end their quarantine and return to work seven (7) days after the exposure as opposed to ten (10) days.

The CDPH guidance provides that