Compliance Stuff

When President Donald Trump sent National Guard troops to Los Angeles and Washington, D.C., in recent months, some private employers faced unplanned leaves of absence. Here are some considerations for employers to keep in mind when employees take military leave. Quick Hits The Trump administration has deployed troops to Los Angeles and Washington, D.C ., in recent months, and the president has named four more cities where he intends to deploy troops. Employers must provide job-protected leave to service members who are called to military duty. Domestic deployments for natural disasters or other emergencies may impact private employers with regard to their staffing levels, compensation costs, and employee benefits administration. In June 2025, President Trump deployed about 4,700 National Guard soldiers and U.S. Marines to Los Angeles to support federal immigration enforcement. On August 11, 2025, President Trump  deployed  about 800 National Guard soldiers to Washington, D.C.,...

  California employers have long been subject to the state’s Fair Chance Act, which restricts when and how they may consider an applicant’s criminal history. But in 2025, new local laws—especially in Los Angeles County—are adding complex and high-stakes requirements that HR professionals can’t afford to miss. Refresher: California’s Statewide Fair Chance Act Since 2018, California law prohibits employers with five or more employees from asking about criminal history before making a conditional job offer . If you later discover a conviction and want to withdraw the offer, you must: Conduct an individualized assessment of the offense and its relation to the job Provide a preliminary written notice explaining the concern Give the applicant at least five business days to respond Consider their explanation before making a final decision What’s New in 2025: LA County’s Overhaul Effective September 3, 2024, the Los Angeles County Fair Chance Ordinance (FCO) imposes much more burdensom...

As we previously  blogged , effective July 1, 2025, Los Angeles County’s new  Fair Work Week Ordinance  requires qualifying retailers and grocers (300+ employees nationwide in unincorporated LA County) to give workers predictable schedules, advance notice, rest between shifts, and “predictability pay” for certain schedule changes. It also mandates recordkeeping, posting notices, and limits on hiring new staff before offering existing employees extra hours. Here’s a quick refresher on the key requirements: 1. Good Faith Estimate of Work Schedule Provide every new hire—and any current employee within 10 calendar days of request—a  written , non binding estimate of expected hours, days, locations, and potential shifts. If actual schedules deviate substantially (≥20% of hours, different days, location, or shifts outside the estimate in six of 12 weeks), document a legitimate business reason that is unknown at the time of estimate to substantiate the deviation. 2....

  The wildfires ravaging various parts of Los Angeles County are truly tragic and expected to cost more than $50 billion in damages, making it the most expensive natural disaster ever in the United States. 1   For employers with employees in the impacted areas, there are several ways to help. First, an employer may provide disaster assistance payments under IRC section 139 on a tax-free basis: (1)  to reimburse or pay reasonable and necessary personal, family, living, or funeral expenses incurred as a result of a qualified disaster, (2)  to reimburse or pay reasonable and necessary expenses incurred for the repair or rehabilitation of a personal residence or repair or replacement of its contents to the extent that the need for such repair, rehabilitation, or replacement is attributable to a qualified disaster, ... 2 Thus, employers can pay for hotel stays, money for food and clothing, or even to help repair homes damaged or destroyed by the fires. There is no l...