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Employee Handbook Compliance Review for Employers & Business Owners

Please contact us to schedule an appointment to review your existing employment Handbook, and/or company policies & procedures to ensure your business is California labor law compliant.

Welcome to the Law Offices of Chauvel & Glatt, LLP!

We are based in San Mateo, California, and serve the Peninsula and surrounding communities, including San Francisco to San Jose, as well as clients throughout Los Angeles, San Diego and San Bernardino Counties and the State of California. We’ve been providing legal services for more than 3 decades and specialize in the fields of Business Law, Real Estate Law, Employment Law, Estate Planning/Probate, Transportation Law, and Intellectual Property Law. We bring a wide range of knowledge and experience, with members of our team speaking English and Spanish.

Practice Areas

Business Law

Our business attorneys provide full-service representation for companies of all sizes from entity formation, preparation of business agreements, purchase and sales, and litigation.

Employment Law

Our ’employer lawyers’ counsel and protect business owners to ensure compliance with California labor laws and defend your business in the event of litigation.

Estate Planning & Probate

Chauvel & Glatt will help individuals and families plan for the future using estate planning tools that address your specific personal needs.

Intellectual Property

We protect our clients’ creative output, trade secrets, and proprietary information.

Real Estate Law

Our firm is committed to protecting your investment and income property, from lease or purchase negotiations and in the event of litigation

Transportation Law

Our attorneys specialize in the transportation field and have a thorough understanding of carrier regulation, compliance issues, and logistics. 

Our Team

Our attorneys enjoy working collaboratively and strive to keep matters as simple as possible. We share a desire to give you unparalleled customer service by being proactive and responsive to all your needs. 

Members of our team speak English and Spanish.
Miembros de nuestro personal hablan inglés y español.

Our Expertise

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Chauvel & Glatt Brings You The Latest Updates.

Posted in: News

Happy Leap Day! Today is February 29th, a leap day, that comes around once every 4 years.  

You may be wondering why we have leap years?

Leap years occur because of a “mismatch between the calendar year and Earth’s orbit,” according to NASA. While we think that one year only last 365 days, in reality it actually takes a little longer for the Earth to orbit the sun. It approximately takes 365 days and 6 hours. So, in order to account for the extra quarter of a day each year, an extra day  (24 hours— or four times six hours —) is added to the calendar every 4 years. 

Chauvel & Glatt is here to assist you with your legal needs whether it’s a leap year or not. Contact us by calling 650-573-9500 or email contactus@chauvellaw.com

Posted in: News

1. Have proper onboarding (hiring documents). Whether you have 1 employee or 50 employees you must have the right paperwork and know the basic state mandated requirements to hire someone and know what it means to have an employee.  That could be Paid Sick Leave, meal breaks and rest periods, leave laws and more.

2.  Pay correctly. Know the minimum wage in your city.  While California has a state minimum wage, counties and cities can have higher minimum wages, know what those are. This will impact overtime pay and whether your employee is classified correctly, as well premium pay.  Remember too, this changes each year.

3. Reimburse for business expenses.  Whether mileage, cell phone or uniforms and more, this is a huge area that we see in litigation. Especially for those that have remote workers.   Know what you have to reimburse for.

4.  Document document document. When you change pay, update pay, get a complaint, or discipline an employee make sure you memorialize what you do.  And that you do it correctly.

5.  Proper paystubs.   I would say of all the wage & hour litigation we see incorrect paystubs every time.  This is usually a very quick fix. But while you think yours is correct, is it really? The California labor code requires specific things to be on your paystub and if you don’t have them there, your paystub is wrong. This is a huge claim in what we call PAGA lawsuits, and can be very costly.

As an employer, the best thing that you can do to prevent wage & hour litigation is know whether you are compliant with the California Labor Law.  If you are not 100% sure that the above 5 things are right, call the Employer Lawyers at Chauvel & Glatt.

This material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute legal advice.  For information on your particular circumstances, please contact  Chauvel & Glatt at 650-573-9500 for legal assistance near you. (photo credit: depositphotos.com).

Posted in: News

In Alameda County, Hobby Lobby Stores, Inc. won a significant victory against the California Labor and Workforce Development Agency (CLWDA) and recovered almost $125,000 in costs. However, on January 19, 2024, the plaintiff filed an appeal, which has major implications for all employers who are facing PAGA litigation. The trial court’s decision marks a significant shift in the legal landscape and highlights the court’s recognition that an employer can recover costs in a lawsuit.  Although the trial court’s order was well-reasoned, the outcome of the appeal is crucial to watch as it has the potential to solidify this victory for employers if the Court of Appeal upholds the lower court’s ruling.

The case focused on allegations that Hobby Lobby denied suitable seating to retail workers, resulting in a complete victory for Hobby Lobby in a three-week trial. Despite the judgment favoring Hobby Lobby as the prevailing party, the plaintiff contested the cost recovery.  As a result, the employer filed a motion based on PAGA’s attorney fee and cost provision as an exception to California’s general cost-shifting rule.  Hobby Lobby countered, asserting that PAGA allows a prevailing employer to recover costs and suggesting that the CLWDA should bear costs in an unsuccessful PAGA lawsuit. On the 28th of December 2023, the trial court issued a 35-page order, unequivocally rejecting the arguments presented by the Department of Labor Standards Enforcement (DLSE) and upholding Hobby Lobby’s claims. This ruling is noteworthy precedent, as it represents the first time in which the CLWDA has been held accountable for the costs of a prevailing employer in a PAGA case.

Following the trial court’s order, the CLWDA chose not to submit an amicus brief to the Appeals Court and instead involved the DLSE for intervention. The DLSE supported the plaintiff’s argument against cost recovery for employers in a failed PAGA action, advocating for a “one-way cost-shifting” provision in PAGA’s fee and cost rules, similar to California’s minimum wage laws. Hobby Lobby, countering with evidence of the CLWDA’s substantial civil penalties amounting to approximately $375 million over the last three fiscal years, argued that the CLWDA, as the real party in interest, should bear costs if the employer prevails.

This appeal is certainly one to watch! Chauvel & Glatt will be monitoring this case and update all employers as soon as a ruling comes out later this year.

This material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute legal advice.  For information on your particular circumstances, please contact  Chauvel & Glatt at 650-573-9500 for legal assistance near you. (photo credit: depositphotos.com).