California employment case index

The California Supreme Court granted review on March 25, 2026 in Barbosa v. Sierra Pacific Orthopaedic Center Medical Group to decide whether an arbitration agreement that designates the Federal Arbitration Act thereby imports the FAA's substantive provisions and their preemptive force, even where no interstate commerce is shown. The underlying Court of Appeal opinion is nonpublished, and the Court denied the requests to publish it on granting review. The paired grant-and-hold, Tuufuli v. West Coast Dental Administrative Services, is published but itself under review, and answered the question yes. This pending-review analysis sets out the Court's own issue statement, the competing answers below with their correct citability under rule 8.1115(e)(1), and what the answer decides for Armendariz, Labor Code section 432.6, the arbitration-fee statutes and the EFAA.

An employer must prove a reasonable, good-faith attempt to comply before escaping liquidated damages under Labor Code section 1194.2.

The California Supreme Court holds that CCP §1281.98's arbitration-fee-payment forfeiture rule is not preempted by the FAA — but, rejecting the rigid automatic-forfeiture reading, only where a late payment is willful, grossly negligent, or fraudulent rather than a good-faith mistake or excusable neglect.

California's fee-default statutes have become the most-used route out of employer-drafted arbitration, and in August 2025 the Supreme Court rewrote how they work. Code of Civil Procedure sections 1281.97 and 1281.98 still declare that a drafting party who pays the arbitrator more than 30 days late is in material breach, in default, and has waived its right to compel arbitration. But in Hohenshelt v. Superior Court the court held, 5-2, that this scheme survives FAA preemption only on a construction that leaves intact the background relief-from-forfeiture provisions — Code of Civil Procedure section 473, subdivision (b) and Civil Code sections 3275 and 1511 — so that the loss of the arbitral forum follows only from nonpayment that was willful, grossly negligent, or fraudulent. Mandatory monetary sanctions under section 1281.99, subdivision (a) still follow automatically. This synthesis sets out the operative statutory text and credit lines, traces the eleven Court of Appeal decisions the Supreme Court disapproved, states the post-Hohenshelt rule as a four-step sequence, shows how the first published application (Wilson v. Tap Worldwide) deployed it as an as-applied preemption argument, and identifies what remains open — including whether the same construction governs section 1281.97.

A solar-project electrician queued unpaid at a security gate while guards inspected vehicles, drove miles of access road under strict site rules, and ate lunch confined to a designated area under a CBA calling meal periods “unpaid.” Answering the Ninth Circuit, a unanimous Supreme Court held the exit procedure is compensable “hours worked”; the gate-to-lot drive is compensable only as “employer-mandated travel,” and only if the gate is the first location required for a reason beyond site access; and no collective bargaining agreement can waive the minimum wage for a meal period during which the employer’s confinement forecloses otherwise feasible personal activities.

Analysis · Key Case Cvejic v. Skyview Capital, LLC (2023) 92 Cal.App.5th 1073 Court of Appeal, Second Appellate District, Division Eight · Docket No. B318880 · Decided June 28, 2023 Verify before relying. A summary and analysis as of its publication date — not legal advice, and not a representation that the decision remains good […]

Troester v. Starbucks Corp. (2018) 5 Cal.5th 829 holds that California has not adopted the federal de minimis doctrine: an employer that requires small but regularly recurring off-the-clock work — here, several minutes of closing tasks each shift — must pay for that time and cannot invoke de minimis to avoid it.

Neither Labor Code section 1194 nor section 218.5 authorizes an award of attorney fees to a party that prevails on a section 226.7 claim; such claims are not actions for the nonpayment of minimum wages or overtime (§1194) and are not the kind of nonpayment-of-wages action that triggers §218.5 fee-shifting, so each…

Three Oracle instructors living in Colorado and Arizona worked a limited number of days in California for their California-headquartered employer. Answering certified questions from the Ninth Circuit, the California Supreme Court held that the Labor Code's overtime provisions apply to work performed in this state regardless of residence, and that those violations support a UCL claim – but that the UCL does not reach FLSA violations occurring in other states on these stipulated facts. The court confined its holding to overtime and to entire days and weeks worked in California.

The FEHA does not require an employer to accommodate an employee’s use of medical marijuana. The Compassionate Use Act did not address the rights and duties of employers and employees, and under California law an employer may require pre-employment drug testing and may take illegal drug use into account in employment…

California does not permit wage averaging: the minimum-wage standard applies to each hour worked, and an employer must pay at least the minimum wage for every compensable hour; it cannot use higher pay for some hours to offset unpaid or sub-minimum hours.