Pascal Benyamini
As a trusted adviser, Pascal Benyamini teams up with employers to defend them against employment law claims and to advise them on compliance, claim prevention, investigations and employment best practices. With a diverse skillset, he also represents furniture manufacturing clients in regulatory matters and litigates shareholder and business disputes. As a former hockey player, Pascal applies the teamwork and tenacity he learned on the ice to his client relationships and advocacy.
View the full bio for Pascal Benyamini at the Faegre Drinker website.
Posts by Pascal Benyamini
Some good news for California employers. Recently, the U.S. Court of Appeals for the Ninth Circuit ruled that California employers can require employees and applicants to sign arbitration agreements as a condition of employment, reversing its own prior decision which vacated U.S. District Court for the Eastern District of California’s grant of a preliminary injunction against enforcement of Assembly Bill 51 (AB 51).
By way of background, AB 51, which was signed into law in 2019 and codified in California Labor Code § 432.6, was enacted to protect employees from “forced arbitration” by making it a criminal offense for an employer to require an employee or applicant for employment to consent to arbitrate specified claims a condition of employment. After the District Court granted preliminary injunction against enforcement of AB 51 in January 2020, in September 2021, a divided three-judge panel of the Ninth Circuit Court vacated the preliminary injunction, which was the subject of a previous client alert.
Continue reading “Ninth Circuit Rules California Employers Can Require Arbitration Agreements”
In 2022, California Gov. Gavin Newsom signed many laws impacting California employers. Some of the new laws became effective immediately and others, including some that were signed into law just weeks ago, take effect January 1, 2023, or later. These new laws address several topics, including supplemental paid sick leave, pay transparency, leaves of absence and fast-food restaurant employment standards.
As a reminder, the minimum wage in California is increasing to $15.50 per hour on January 1, 2023, for all employers — regardless of the number of workers employed by an employer. Also, many cities and local governments in California have enacted minimum wage ordinances exceeding the state minimum wage.
Continue reading “New California Laws for 2023 and Beyond: What Employers Should Know”
