Labor and Employment Law
Ca. Labor & Emp't Rev. November 2022, Volume 36, No. 6
Content
- LABOR & EMPLOYMENT LAW SECTION EXECUTIVE COMMITTEE 2022-2023
- California Employment Law Notes
- Cases Pending Before the California Supreme Court
- From the Editors
- Inside This Issue
- Masthead
- McLe Self-study: Paga Is Not Dead Yet! Viking's Impact Likely Minimal
- McLe Self-study: U.S. Supreme Court Provides Long-awaited Clarification On Arbitrability of Paga Actions In Viking River Cruises
- Message From the Chair
- Nlra Case Notes
- Public Sector Case Notes
- Wage and Hour Case Notes
- Lawson Ushers In a New Era For Employee Whistleblowers . . . or Does It?
LAWSON USHERS IN A NEW ERA FOR EMPLOYEE WHISTLEBLOWERS . . . OR DOES IT?
AUTHOR*
Ramit Mizrahi
INTRODUCTION AND BACKGROUND
Within the past two years, Cal. Lab. Code § 1102.5,1 California’s general whistleblower protection law, went from being a secondary cause of action to the most important one for most employees alleging retaliation. Two critical events spurred this change: (1) the 2020 amendment to section 1102.5 allowing successful plaintiffs to recover attorney’s fees; and (2) the California Supreme Court’s January 2022 decision in Lawson v. PPG Architectural Finishes, Inc.,2 which clarified the framework for evaluating section 1102.5 claims. But while the benefits of attorney’s fees are readily apparent, the extent of Lawson’s impact remains to be seen.