Alexandra R.

Lara Shortz shared with Law360 her take on the recent Supreme Court of California decision regarding Proposition 22, which permits app-based companies to classify their drivers as independent contractors rather than employees. Lara noted that while Proposition 22 specifically targets app-based drivers, its framework might inspire similar legal carveouts for other industries and open doors for broader applications, potentially influencing independent contractor classifications in other sectors. Read Lara's insights here: https://lnkd.in/gaintuFH required) #LegalInsights #LaborLaw #Prop22 #MichelmanAndRobinson

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🚨 JURY VERDICT ALERT 🚨 When is an adverse jury verdict actually a victory? When the plaintiff recovers less than 10% of the amount that they requested from the jury, and less than half of their final settlement demand. This is the extraordinary result that F+B’s civil litigation team achieved last week in San Diego Superior Court. As experienced litigators know, not every case will result in a finding of no liability. Sometimes defense counsel is faced with a high probability of a liability finding. In those cases, the name of the game is to minimize the jury's award to the plaintiff. Thank you to the members of the jury who truly served their community throughout 7 days of testimony, arguments, and deliberations. Kudos to F+B’s entire civil litigation team, led by our firm’s Founder and Managing Partner Heywood G. Friedman, Esq., co-second chairs Arman Shirinian, Esq., and Deborah Park, Esq., and supported by our exceptional team of paralegals, law clerks and professional staff. Thanks also to our clients, who refused to compromise their principles! If you want to learn more about F+B's cutting-edge trial defense strategies, reach out to our firm’s Founder and Managing Partner, Heywood G. Friedman at [email protected] Niranand Raum | Caroline Hoyt #FriedmanBartoumian #ForTheBestDefense #AlwaysBeClosing #TheBestDefense #DefenseAttorneys #RiskManagement #Insurance #InsuranceLaw #Attorneys #Attorney #Lawyers #Lawyer #Law #Legal #LawFirm #California #CaliforniaLaw #CaliforniaLawyers #CaliforniaLawyer #CivilLitigation #Litigation #Trial #SanDiego 

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Breaking down the latest legal drama: The U.S. Olympic Committee has filed a lawsuit against Logan Paul's Prime Hydration for alleged trademark infringement, just ahead of the 2024 Paris Olympics. This case underscores the importance of respecting trademark rights, especially when dealing with well-known and aggressively enforced marks like those of the USOC. How did Prime’s legal team overlook this? Discover the stakes and key takeaways in our one-minute legal breakdown. #TrademarkLaw #LegalInsights #BusinessLaw #Olympics2024

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Bloggers and Influencers and FTC Guidelines: Does the FTC impose stricter standards on influencers and bloggers compared to traditional media reviewers? No, the FTC Act applies equally to all. The key consideration is whether the audience is aware of the reviewer’s connection to the company whose product is being endorsed. If the relationship is understood by the audience, a disclosure is not required. For instance, if you work for a newspaper or TV station and provide reviews – whether in print, on television, or online – your audience likely understands that your role involves offering personal opinions on behalf of your employer. It’s generally clear in such cases that you didn’t personally purchase the product being reviewed, whether it’s a book, a car, or a movie ticket. However, for reviews on social media, blogs, or online videos, viewers might not automatically recognize that the reviewer has a connection with the company whose product is being promoted. In these scenarios, disclosing the relationship helps the audience assess the credibility and weight of the review. The above is free business information and does not constitute legal advice. #bloggersandftc #influencersandftc #bloggerlaw #influencerlaw

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California passes Freelancer Worker Protection Act. What does this mean to freelancers and companies? Attorney Breakdown Governor Gavin Newsom signed SB 988 into law on September 28, taking effect on January 1, 2025. The law covers any "hiring party" based in California and requires: * Written Contracts for any project more than $250 * Timely payment (30 days or less unless outlined differently in the contract) * No retaliation for enforcing any of the rights in the law * No payment ultimatums (can't demand a discount or bonus services for the original payment amount to be paid on time) Freelancers can use the law to enforce their rights and can get: *$1,000 + normal rate if a freelancer asked for a written contract and the hiring party refused to comply * double the unpaid compensation if payment was late *damages equal to the value of the contract or the work performend (whichever is greater) if any other violations of the law. 𝗙𝗼𝗿 𝗙𝗿𝗲𝗲𝗹𝗮𝗻𝗰𝗲𝗿𝘀 (especially creative service providers like editors, VAs, social media managers, copywriters, photographers, videographers, etc): If you are based in CA or get contracted out in CA, make sure you understand your rights and 1) use a solid written contract to outline your services and 2)follow the correct billing procedure, including sending an invoice to the right department for timely payment. If you're not based in CA -- you can add these rights to your existing contract (or if you need a good Client Service Agreement, grab it at the link below) 𝗙𝗼𝗿 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀: If you are based in CA and hire independent contractors, make sure you 1)update your contracts and can meet the payment timelines 2)train any managers on compliance with this new law and 3)work with your billing department to make sure you can pay within the contract deadline, or at most net/30 days of when the services were completed. #freelancers #freelancertips #compliance #independentcontractors #gigeconomy Follow me news, tips, and tricks to get your brand legally legit!

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California Employers: Discrimination in the workplace isn’t just a PR nightmare. It can end up being a financial disaster if you are not staying compliant. Tip: Stay compliant with California laws and make sure you are training your staff and documenting everything. Rupal Law can help stay compliant when it comes to payroll. Reach out to us for more information. Our California employment law lawyers are ready to defend your business and drive your success. Serving Inland Empire, Los Angeles and Southern California. Call Rupal Law at (951) 460-0830. Please share the reel to help us educate more California employers and small business owners on employment law and compliance. Follow us for more employment law tips on how to stay compliant in California. #workplacediscrimination #discrimination  #employertips #Compliance #EmploymentLaw  #discriminationtraining #employmentlawdefenseattorney

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Recruitment, Hiring, and the Use of AI within a Legal Framework Speakers: Rachel Capler Lindsey Wagner, CIPP/US, AWI-CH Moderator: Maribel Hernandez Tuesday, December 19, 2024 @ 12:00 pm – 1:00 pm 1 Hour MCLE; 1 Professional Development Credit (PDC)   This training will equip you with the knowledge and tools to navigate the complex legal landscape of hiring, leverage AI effectively, and ensure your recruitment processes are fair and compliant. Don’t miss this opportunity to enhance your skills and protect your organization from potential legal issues. Key Learning Objectives: Legal Frameworks: Stay updated on the latest changes in employment law and understand their impact on hiring practices. Best Practices when Using Artificial Intelligence: the benefits and limitations of AI tools in recruitment and learn tips to ensure fairness and compliance. Dos and Don’ts of Interviewing Questions: Learn which questions are appropriate and which to avoid to ensure a fair and unbiased selection process. Compliant Recruitment/Hiring Tools: Discuss compliant job applications, conducting background checks, and testing to promote an inclusive hiring environment. https://lnkd.in/gN2GCfaB

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Content Creators Must Follow FTC Endorsement Guidelines Content creators and the businesses that pay them to display content must comply with the FTC’s revised guidelines in order to avoid penalties and/or fines. The guidelines apply equally to the creator and to the business paying the creator. Any entity that hires an influencer should require the creator to follow all FTC guidelines, if not spell out exactly how the influencer must disclose the connection. Penalties for noncompliance are an injunction, and possibly personal liability to any consumer who is misled. https://lnkd.in/gAGwBfVw #creators #lawofficesmelissakdagodag #attorneyforcreativetypes #branding #influencers #beverlyhillsattorney #fashionattorney #contentlaw

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