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
Business Law
Our business attorneys provide full-service representation for companies of all sizes from entity formation, preparation of business agreements, purchase and sales, and litigation.
Employment Law
Our ’employer lawyers’ counsel and protect business owners to ensure compliance with California labor laws and defend your business in the event of litigation.
Estate Planning & Probate
Chauvel & Glatt will help individuals and families plan for the future using estate planning tools that address your specific personal needs.
Intellectual Property
We protect our clients’ creative output, trade secrets, and proprietary information.
Real Estate Law
Our firm is committed to protecting your investment and income property, from lease or purchase negotiations and in the event of litigation
Transportation Law
Our attorneys specialize in the transportation field and have a thorough understanding of carrier regulation, compliance issues, and logistics.
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
TJ Walsh
TJ Walsh
Joe Newman
Joe Newman
Ken Weinfield
Ken Weinfield
Ron Chauvel
Ron Chauvel
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.
- Employment Law
Posted in: News
Immigration enforcement touches not only federal law but there are strict state specific requirements that protect both employers and employees. Under the California Immigrant Worker Protection Act and related state laws, businesses must carefully follow limits on what information they can provide to Immigration and Customs Enforcement (ICE) and how they respond to an unannounced inspection. Failing to comply can expose employers to significant penalties and liability.
An ICE Preparedness Policy is essential for your business because it gives your company a clear, step-by-step plan for responding if ICE agents arrive at your workplace. Additionally, it helps your supervisors, managers and employees to understand their roles, who is authorized to communicate with ICE, and what documentation—such as subpoenas or warrants—must be reviewed before any action is taken. This not only ensures compliance with California law, but also protects employee rights, reduces disruption, and helps avoid costly mistakes made under pressure.
For California employers, the stakes are particularly high. State law prohibits business owners to voluntary consent to ICE access without a judicial warrant and requires specific notices to employees if records are inspected. A California compliant policy makes sure your company stays on the right side of both federal and state rules, while creating a culture of preparedness and trust.
By adopting an ICE Preparedness Policy, California businesses demonstrate responsibility, compliance, and care for their workforce—building confidence that if ICE does show up, the Company will respond lawfully, consistently, and calmly. For assistance in creating a compliant ICE Preparedness Policy, contact the Employer Lawyers at Chauvel & Glatt.
- Employment Law, Litigation News, Uncategorized
Posted in: News
The Big Picture
On August 21, 2025, the California Supreme Court handed down a decision in Iloff v. LaPaille that every employer should pay attention to. Why? Because it touches two hot-button issues:
- When you can (and can’t) avoid paying double damages for minimum wage violations.
- Whether employees can tack on paid sick leave claims when you appeal a Labor Commissioner ruling.
Spoiler: the Court made things tougher on employers.
Minimum Wage Mistakes: “But We Didn’t Know!” Isn’t a Defense
One of the issues in Iloff was whether an employer who honestly (but wrongly) believed they were complying with the law could avoid paying liquidated damages—that’s lawyer-speak for “paying the worker twice what you owe them.” The Court’s answer: ignorance is not bliss. Just because you and the worker both thought your arrangement was fair doesn’t mean you’re off the hook. The only way to get out of liquidated damages is by showing you actually made a reasonable effort to figure out what the law required. That could mean consulting legal counsel, checking guidance from the Labor Commissioner, or otherwise doing your homework. Think of it like filing your taxes—you don’t get to say, “Well, I thought TurboTax had me covered” if you never actually opened the program.
Paid Sick Leave: You Can’t Escape It on Appeal
The second issue was about what happens when you appeal a Labor Commissioner decision (known as a “Berman appeal”). Some employers hoped that meant employees couldn’t raise new claims in superior court—specifically, paid sick leave violations. The Supreme Court shut that door. Employees can absolutely bring those claims into the appeal, which means your risk doesn’t shrink just because you moved the fight to a different courtroom. Translation: appealing a ruling may actually open the door to more liability, not less.
Why This Matters for Employers
Here’s the bottom line for business owners and HR teams:
- Wage compliance isn’t optional. Even creative pay setups—like free housing, meals, or “we all agreed this was fine”—can still violate minimum wage laws.
- Document your good faith. If you want any chance at avoiding liquidated damages, you’ll need a paper trail showing you tried to get it right.
- Be cautious with appeals. A Berman appeal doesn’t clear the slate—it can add more issues to the mix.
What You Should Do Now
- Audit your pay practices. If you’re paying workers in housing, perks, or anything other than money, double-check that it meets minimum wage requirements.
- Keep receipts (figuratively). Document the steps you’ve taken to comply with wage and hour laws. Judges love receipts.
- Update your sick leave policies. Make sure accrual, use, and notice are in line with California’s requirements.
- Think before appealing. Sometimes fighting a Labor Commissioner ruling in court makes sense; sometimes it makes your problem worse. Run the cost-benefit analysis before pulling the trigger.
Final Takeaway
The message from Iloff v. LaPaille is pretty clear: “I didn’t know” won’t save you. Employers are expected to be proactive, not reactive, when it comes to wage and sick leave compliance.
So, if your business relies on handshake deals, creative compensation, or “common sense” over actual legal compliance, now’s the time to tighten things up. Because as the Court just reminded us, what you don’t know can hurt you—and your wallet.
- Employment Law
Posted in: News
California continues to experience severe wildfire seasons, and this year is no exception. On September 4, 2025, the Division of Occupational Safety and Health (Cal/OSHA) issued Advisory No. 2025-89 urging employers statewide to take immediate steps to protect employees from exposure to wildfire smoke. This reminder comes at a critical time as smoke from multiple fires is affecting air quality across much of the state. For California employers, this advisory is more than a suggestion. It underscores existing obligations under Cal/OSHA’s Protection from Wildfire Smoke Standard and highlights the legal and practical risks of failing to prepare.
Why This Advisory Matters. Wildfire smoke contains fine particulate matter (PM2.5) that can cause serious health issues, including respiratory illness, eye and throat irritation, and long-term cardiovascular problems. Outdoor workers, such as those in construction, agriculture, and landscaping, are particularly vulnerable. Even indoor employees can be affected if workplaces lack proper air filtration. The advisory reinforces what the law already requires: when air quality reaches unhealthy levels, employers must act quickly to reduce employee exposure and provide protective equipment.
Key Employer Responsibilities. While the advisory does not create new rules, it emphasizes compliance with existing standards. Employers should pay close attention to the following:
- Monitor Air Quality
Employers are expected to keep track of the local Air Quality Index (AQI), focusing on PM2.5 levels. Resources such as AirNow.gov or local air district websites provide up-to-date information. - When AQI Reaches 151 or Higher
At this level, air is considered unhealthy. Employers must:- Inform employees about the current air quality.
- Train workers on the health effects of smoke and the protective measures available.
- Relocate work to enclosed, filtered spaces when possible, or adjust schedules to reduce outdoor exposure.
- Provide N95 respirators (or better) for voluntary use.
- When AQI Exceeds 500
Air is considered hazardous, and respirator use is mandatory. Employers must implement a respiratory protection program that complies with Cal/OSHA requirements. - Worker Protections
Employees have the right to refuse unsafe work without fear of retaliation. Employers must respect these rights and ensure workers feel comfortable raising safety concerns.
Compliance Risks. Ignoring the advisory or failing to comply with the wildfire smoke standard can expose employers to significant consequences:
- Cal/OSHA Citations and Penalties for failing to provide protective equipment or monitor conditions.
- Workers’ Compensation Claims from employees who suffer illness or injury due to smoke exposure.
- Civil Liability and Reputational Harm if employees or the public view the company as disregarding safety during emergencies.
Practical Steps Employers Can Take. Employers should treat this advisory as a call to review and strengthen their wildfire smoke response plans. Recommended steps include:
- Set Up Monitoring Protocols – Assign a manager to track AQI daily and record the data.
- Communicate Regularly – Share air quality information with employees at the start of each shift.
- Adapt Operations – Move tasks indoors, reschedule outdoor work, or limit time outside when conditions worsen.
- Provide Respirators – Stock an adequate supply of N95 masks and distribute them promptly when AQI crosses the 151 threshold.
- Train Workers – Educate employees on smoke hazards, respirator use, and their rights under Cal/OSHA.
- Document Your Efforts – Keep records of AQI levels, training sessions, and protective measures implemented.
How Chauvel Law Can Help. At Chauvel Law, we work with employers to stay compliant with California’s complex workplace safety standards. Our team assists with:
- Drafting and updating wildfire smoke policies.
- Reviewing respiratory protection programs for compliance.
- Training supervisors and employees on safety responsibilities.
- Responding to Cal/OSHA inspections or citations.
California’s wildfire seasons are no longer rare events—they are annual challenges that demand preparation. Cal/OSHA’s latest advisory is a timely reminder that employers have both a legal duty and a moral obligation to safeguard their employees from hazardous smoke. By monitoring air quality, supplying protective equipment, and communicating openly with workers, employers can reduce risk while demonstrating a commitment to workplace safety. If your business needs guidance on how to prepare or respond to Cal/OSHA inspections, Chauvel Law is here to help.