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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, Spanish and Tagalog.

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

Chauvel & Glatt, LLP wishes you and your family a happy and safe 4th of July! In observance, our Office will be closed on Thursday, July 4, 2024 and Friday, July 5, 2024.

For fun facts about the 4th of July check this out.

Posted in: News

Governor Gavin Newsom, in partnership with legislative leadership and business and labor groups, announced an agreement on reforms to the Private Attorney General Act (PAGA). The Governor described the new package as reforming PAGA’s penalty structure, reducing and streamlining litigation and improving measures for injunctive relief and standing, and strengthening state enforcement.

Here are some key points of what the PAGA reform proposal would do:

Reform Penalty Structure

  • Encourages compliance with labor laws by capping penalties on employers who promptly act to resolve policy lapses after receiving PAGA notice, as well as on employers who proactively adhere to Labor Code standards before receiving a PAGA notice.
  • Creates new, higher penalties on employers who act maliciously, fraudulently or oppressively in violating labor laws.
  • Shifts penalty allocation on employees, increasing penalties from 25% to 35%

Reducing and Streamlining Litigation

  • Increases the number of Labor Code sections that can be cured, reducing the need for litigation and making employees whole quickly.
  • Enhances a more robust right to cure process through the Labor and Workforce Development Agency (LWDA) to reduce litigation and costs.
  • Codifies the limitation on the scope of claims presented at trial to ensure cases are both manageable and adjudicated properly.

Improving Measures for Injunctive Relief and Standing

  • Allows courts to compel businesses to implement changes in the workplace to remedy labor law violations.
  • Requires employees to personally experience the alleged violations to bring in a claim.

Strengthening State Enforcement

  • Empower the Department of Industrial Relations (DIR) to expedite hiring and fill vacancies, with the aim of ensuring effective and timely enforcement of employee labor claims.

It is anticipated that the California legislature will pass the proposed bill, and be signed by the Governor before June 27. Once the PAGA proposed reform is passed, employers will have a better understanding how this reform will significantly change the landscape of PAGA litigation. To stay up to date on PAGA reform or to undergo a compliance audit to ensure that you are running your business California labor complaint to minimize your PAGA risk contact 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.

Posted in: News

Several cities and counties in California will be increasing their hourly minimum wage for employees starting on July 1, 2024. Employers should check the jurisdiction in which their business is located to ensure compliance with applicable minimum wage rate increases.

New minimum wage rates in these locations are effective July 1, 2024 (This list is not all inclusive).

JurisdictionNew Hourly Min. Wage Rate (effective July 1, 2024)
Alameda, CA$ 17.00
Berkeley, CA$ 18.67
Emeryville, CA$ 19.36
Fremont, CA$ 17.30
Los Angeles (City), CA$ 17.28
Los Angeles (City), CA for hotel workers$ 20.32
Los Angeles County (unincorporated areas only)$ 17.27
Malibu, CA$ 17.27
Milpitas, CA$ 17.70
Pasadena, CA$ 17.50
San Francisco, CA$ 18.67
Santa Monica, CA$ 17.27

What about employees already earning more than the minimum wage?

Some employees may already be making more than the minimum wage but still expect a raise. While employers are not required to increase their rates, employers should consider the impact of these decisions in terms of employee morale, fair pay and your financial capability.

What if employees work remotely in different jurisdictions?

It can get tricky when employers have remote employees in different jurisdictions other than where the new minimum wage rate ordinance applies. Employers should confirm in which cities their remote employees work in and make the necessary adjustments to comply with the new rules in place.

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.