The U.S. Court of Appeals for the Ninth Circuit (Ninth Circuit) recently said that it will take another look at California Assembly Bill 51 (AB 51), a state law affecting mandatory employment-related arbitration agreements.[1]
AB 51 prohibits employers from requiring that employees enter into mandatory arbitration agreements for disputes arising under the California
Recent California labor and employment law developments could signal good news for employers facing individual and/or representative claims under California’s Private Attorneys General Act (“PAGA”). Specifically, a newly-enacted state law could potentially help rein-in the rising number of individual and representative PAGA claims by providing employers an opportunity to remedy certain “technical” Labor Code