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
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.
April Glatt
April Glatt
Natalia Cañas
Natalia Cañas
Derek Myers
Derek Myers
Joe Newman
Joe Newman
Flavio Fonseca
Flavio Fonseca
Ken Weinfield
Ken Weinfield
Our Expertise
- We provide legal advice relative to the myriad of employment-related requirements and rules that apply to employers under California labor law.
- We handle business formation and commercial transactions, as well as commercial litigation.
- We guide our clients through the creation of individual and family trusts, wills, trust administration and the probate process.
- Our firm advises established companies as well sole proprietors, start-ups, and independent contractors in relation to protecting their rights.
- We are well-versed in a wide variety of commercial and residential real estate matters to provide you full-service representation for all your property needs.
- Our attorneys specialize in the transportation and logistics fields and have a thorough understanding of carrier regulations and compliance issues.
Chauvel & Glatt Brings You The Latest Updates.
- Business Law, Litigation News
Posted in: News
On December 2, 2024, just in time for the holidays, a U.S. District Court in the case of Texas Top Cop Shop, Inc., et al. v. Garland granted a nationwide injunction temporarily blocking the enforcement of the Corporate Transparency Act (CTA) and its Beneficial Ownership Information (BOI) filing requirement. The court’s ruling stated that the CTA and its reporting requirements are “likely unconstitutional.” The court will eventually make a final decision on whether the CTA can be enforced or shut down entirely.
Prior to this ruling, the CTA required millions of U.S. businesses to file a BOI by December 31, 2024. The BOI report included personal information about individuals who own or control at least 25% of the company.
This recent court ruling is only a temporary injunction, and the government filed an appeal of the court’s decision. If the government wins its appeal, companies may again be required to file a BOI. In the meantime, companies are not required to file their initial BOI while the appeal is pending.
Chauvel & Glatt will monitor this matter and provided updates as needed. For information specific to your business, please contact the Business Attorneys.
The 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 or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-881-2476.
- Business Law, Employment Law
Posted in: News
There is nothing like bringing together your employees for a party to celebrate the holidays. It’s incentivizing, shows appreciation for the hard work forged over the past year and can cultivate new relationships! But Employers beware—these celebrations can be costly!
Be careful this year when choosing the location, the activity, and whether or not to serve alcohol. Things can get out of hand quickly when alcohol is involved and remember, a work event, even a holiday party outside your office, is simply an extension of the workplace. Employers are responsible for ensuring their employees have a fun, but safe time. Think about transportation to/from the venue; how you are going to limit alcohol intake if you serve it all; whether the event is inclusive for your entire staff and appropriate! There are so many other considerations when planning your holiday party from the employment perspective.
Whether the party is held in your office or other location, make sure your holiday party is planned responsibly to protect yourself and your employees from potential legal issues. Send a memo to your employees setting expectations for the party and their behavior in advance of your event. For example, include a dress code; offer to arrange for transportation home from the party to avoid drinking and driving (or to be safe, avoid serving alcohol all together, especially if minors will be in attendance).
Informing your employees of your expectations ahead of time can set the stage for an event that will be something your employees remember in the weeks to come.
Contact the Employment Lawyers at Chauvel & Glatt to learn about how you can have a fun, memorable but safe, holiday party that won’t end up in a lawsuit.
The 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 or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-573-9500.
- Employment Law
Posted in: News
No matter who you voted for, politics is a hot topic in the workplace. We know that the political dialogue is still in full force at the water cooler, the break room and throughout the office. Now, employers must ensure the workplace not only remains safe as required by the California Labor Code, but that you do not violate your employee’s rights and have proper policies in place as we head into the New Year.
Notably, something that seems to be unknown to employers is what type of political speech can I allow, or prohibit in my workplace? As an employer, what can I do, or not do, to maintain professionalism in my company and avoid conflict due to the political stance of one employee vs. another.
Private employers can create policies that govern their company as long as they are lawful; i.e., creating guidelines for what is, or is not, permissible in the workplace. And yes, while your employees have the right to free speech – they do not in your private workplace. As a private business owner, you have the right to restrict such speech at your company, of course, with certain guidelines.
But remember, California law protects employees’ rights to political expression, especially when off duty. Employees do have the right to political expression in personal communications and employers are not allowed to interfere with employees who are lawfully conducting or promoting their views outside of work. Did your colleague or co-worker canvas neighborhoods to get out and vote? You cannot punish them for doing such activities on their own time. Even if they took vacation to do it.
There is also a difference between hate speech and free speech protected by the First Amendment, whether you allow or disallow such political discourse in your workplace. If a complaint is made from an employee, do take it seriously, like any other complaint.
So is politics a hot topic or are you seeing a political divide at the office that is impacting morale or productivity then you can do something about it—while your employees are at work. Contact the Employer Lawyers to create a policy that will work for you work environment.
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. (photo credit: depositphotos.com).
