As of January 1, 2018, “adult use” or recreational marijuana became legal in California. Since then, hundreds of dispensaries have opened across California selling marijuana products to any adult over the age of 21. However, this change has surprisingly little impact on your rights and responsibilities as an employer.

Justices Weigh Overtime Rules, an article by Christian J. Scali, Jennifer W. Burns and Jack Schaedel, opining on Encino Motorcars, LLC v. Navarro, a case before SCOTUS this term addressing the applicability of overtime exemptions under the FLSA to auto dealership service advisors, was published in the Daily Journal yesterday. SCOTUS heard oral argument in that case on January 17, 2018.

Auto industry expert Halbert “Bert” Rasmussen, who joined The Scali Law Firm in 2017, will share the firm’s title. The change to Scali Rasmussen is a major milestone in the development of the firm Christian J. Scali founded in 2013 to bring to dealerships and other clients a deep understanding of the automotive industry and relevant state and federal laws and regulations.

Each year The Scali Law Firm produces a compendium for clients and colleagues, with an overview of new laws and a review of legal developments in the year that past.

The Scali Law Firm announced today that Jack Schaedel, one of California's leading labor and employment lawyers, has joined the firm as a partner.

On December 14, 2017, the Department of Defense (DOD) published new interpretive guidance of the Military Lending Act (MLA) that affects car dealers who sell GAP contracts and other credit-related services and products.

In the midst of the 3rd largest wildfire in California’s history, we thought you would appreciate a primer on some of your obligations in regards to pay and leave issues during times of natural disaster.

The Scali Law Firm had two articles published in the December edition of ADOMA News Trax. If you missed them in last month's Coffee Break newsletter, don't let them slip by again.

What options do California employers have when departing employees try to take clients and valued co-workers with them? More than you might think.

An employer can be severely impacted by an extended leave of absence taken by a high-ranking or functionally indispensable employee. If such an employee needs a leave of absence that is covered under the Family Medical Leave Act and/or California Family Rights Act, the employer may analyze whether the “key employee” provisions of these acts apply. A key employee designation may impact an employer’s ability to replace the employee and deny reinstatement of the employee to their job after the leave.