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Paul Zimmerman
pzimmerman@mrllp.com
310.299.5500

Showing 4 posts from October 2018.

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New California Law Seeks to Close the Corporate Gender Gap, But Is It Constitutional?

Think of California and you’re likely to conjure up images of palm trees, movie stars, surfers, the Golden Gate Bridge and maybe even In N Out Burger. But what the Golden State is perhaps best known for is its progressivism. Time and again, causes that take root in California are often precedential, which explains the adage: as California goes, so goes the nation.

Enter Senate Bill 826. Recently signed by Governor Jerry Brown, the law requires publicly held, California corporations to have in place at least one female board member. These companies have until December 31, 2019 to comply, and then in 2021, additional measures kick in – when boards with five or more seats will be required to include at least two female directors. The failure of corporations to abide by the new rule comes with a notable price tag – fines from $100,000 to $300,000 can be imposed. (Read More)

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The Consumer Review Fairness Act: Compliance and the Quest for Transparent Customer Assessment

In the age of Yelp, Facebook Amazon and Trip Advisor, most people make purchasing, dining, travel and entertainment decisions based on reviews posted by fellow consumers. These reviews are critical for both would-be customers and businesses, and it is crucial that they honestly reflect the quality of a company’s products, services and customer service. (Read More)

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Employee Accommodations: Now a Mandatory Topic of Conversation in NYC

The hurdles for employers in New York City continue to line up. The latest legal mandate: compliance with local accommodations law.

Beginning October 15, 2018, NYC employers with four or more employees will be required to engage in and document a good faith written or oral dialogue concerning (1) their employees’ accommodations needs, (2) potential accommodations that may address those needs (including proposed alternatives), and (3) any difficulties potential accommodations may pose for the employer. The types of accommodations contemplated under the so-called “cooperative dialogue law” are those relating to an employee’s religion; disability; pregnancy, childbirth or other related medical conditions; or the needs of a victim of domestic violence, sex offenses and stalking. (Read More)

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Under the Microscope: Substance Abuse Patient Referrals 

Governor Brown just signed Senate Bill 1228 into law, implementing Health & Safety Code §§11831.6 and 11831.7. The move directly impacts marketing practices within the world of substance abuse treatment. (Read More)