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Richard Daniel Seitz is an Associate in the Los Angeles office of Liebert Cassidy Whitmore, where he advises clients on all aspects of labor and employment law, retirement and labor relations issues.  He is experienced in law and motion and appellate practice and works with the firm’s public sector clients on discipline issues, retirement and labor relations matters, and compliance with state and federal COVID-19 laws and regulations.

Telecommuting is a wonderful tool. Employees with compatible jobs can work from any location with an internet connection. They gain flexibility through ease of access. Telecommuting can reduce turnover and absenteeism, and modern technology has made remote work increasingly reliable. Yet, like any tool, telecommuting may cause issues if employers do not handle it competently.

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

The California Public Records Act (“CPRA”) strikes a balance between the need for privacy in certain records and the people’s interest in transparent government. The reality of the balance is that it may – and often does – weigh heavily upon agencies that must respond to CPRA requests. This blog post discusses several topics related

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