• Employment Law FAQs
  • CIPA and California’s Right to Privacy in the Workplace
  • New Cannabis Worksplace Protections
  • Minimum Wage Newsletter

Employment Law FAQs

You may have many questions about your employment law claim. Here, we have gathered a list of questions and answers to common questions. If you have any other questions, please don’t hesitate to contact the dedicated employment law team at Tomorrow Law™.

  • Q: What Is an Employment Law Case?

  • Q: Why Should I Hire an Employment Lawyer?

  • Q: How Much Will This Cost Me?

  • Q: How Long Do Employment Law Cases Take?

  • Q: What Are the Stages of an Employment Law Claim?

  • Q: What Compensation Can I Receive in an Employment Law Case?

More Questions? Contact Tomorrow Law™

Our boutique law firm focuses solely on the practice of employment law. It’s all we do. We have almost 20 seasoned lawyers and 40 dedicated support team members ready to tackle your case. We have recovered tens of millions of dollars for our clients. If you feel your employment rights have been violated, are nervous about your employment situation, or have a question, contact us for a free consultation.

CIPA and California’s Right to Privacy in the Workplace

Hidden cameras, screen recorders, keystroke logging devices: the tools of surveillance seem to be everywhere nowadays, in spaces you’d expect as well as in some more surprising places. And with the onset of the COVID-19 pandemic and widespread work-from-home for many workers, that list of places has expanded to include the place many of us value privacy the most—our homes. Fortunately, you aren’t defenseless against invasions of your privacy in the workplace, wherever that may be. One of the earliest privacy protections passed by the California Legislature, the California Invasion of Privacy Act (“CIPA”), first passed in 1967, is also one of the most important defenses workers in California have against nosy employers who overstep the boundaries of your legally protected right to privacy. While CIPA was originally a law primarily outlawing wiretapping, today it protects Californians from a broad range of intrusive monitoring techniques. The following is a series of frequently asked questions you may have about your privacy rights and how to protect them in the workplace.

  • Q: What does California law cover?

  • Q: What counts as a “confidential” or private communication?

  • Q: What does the law prevent my employer from doing?

  • Q: When is my employer allowed to record my private conversations?

  • Q: Can I be visually surveilled in the workplace?

  • Q: What about other types of private information I want to protect?

  • Q: How do I know if I’m being recorded without my consent, and how do I protect myself?

New Cannabis Workplace Protections

Once seemingly frozen in the era of Reefer Madness and the war on drugs, the right to use marijuana in your personal life continues to gradually defrost—and California is once again leading the way.

While recreational cannabis use has been legal in the State since the passage of Prop 64 in 2016 (and medical use since the ‘90s), one place where protections for private use of the drug have been glaringly absent is the workplace. Unlike with other out-of-office activities, employers in California have long had the right to test their employees for illegal drug use. And since the federal government still classifies marijuana as an illegal substance, a worker’s personal use of the drug could also legally be grounds for disciplining or even firing them.

Fortunately, California has recently taken a first step toward addressing this gap in worker protections. On September 18, 2022, Governor Gavin Newsom signed into law AB 2188, a bill that promises to limit your boss’s ability to monitor your private marijuana use while off-duty. The new law prevents employers from using certain common methods of drug testing to discriminate on the basis of an individual’s cannabis use.

AB 2188 is clearly a step in the right direction for workers and for all Californians who value their privacy. At the same time, however, the law contains some key limitations and carve-outs that are important to keep in mind. Here are a couple of questions you may have about the new law and what it does and doesn’t protect:

  • Q: What does California law cover?

  • Q: What counts as a “confidential” or private communication?

  • Q: What does the law prevent my employer from doing?

  • Q: When is my employer allowed to record my private conversations?

  • Q: Can I be visually surveilled in the workplace?

  • Q: What about other types of private information I want to protect?

  • Q: How do I know if I’m being recorded without my consent, and how do I protect myself?

It can be deeply disturbing—and even frightening—to learn that your employer or someone else is violating your privacy and listening in on your private conversations without your consent, but you aren’t powerless to fight back against it. If you think you are being surveilled or recorded without your consent, or have any questions about any of the issues discussed in this newsletter, feel free to contact us at (323) 977-7648 for more information.

Minimum Wage Newsletter

With inflation on the rise and ordinary people finding it more challenging every day to stretch their dollar as far as it can go, every dollar in your pocket counts. That’s why it’s important especially now to ensure that the minimum wage earned by working people goes far enough to cover all of everyday life’s basic expenses.

Yet that is precisely what California state officials failed to do—at least, according to a lawsuit recently filed by supporters of a proposed ballot measure that would have put the decision before California voters in this November’s elections whether to raise the state’s minimum wage rate to $18 an hour. Due to a series of technical missteps, including what its proponents claim was California Secretary of State Dr. Shirley Weber’s use of an incorrect deadline for certification of the proposed ballot initiative, the measure will not appear on your ballot this fall.

It’s unclear at this time how the lawsuit against the Secretary of State will proceed or whether advocates of an $18 minimum wage will be able to take another shot at passing the measure later down the line, potentially during the next statewide elections in late 2024. Whatisclear is that working people and their supporters will have to look to other ways to protect the value of the wages they earn in the meantime.

To that end, here is a list of some questions you might have about California’s minimum wage, where it stands now, where it’s going, and how you can best protect yourself from corner-cutting employers trying to avoid paying what’s owed.

  • What is the minimum wage, and when does my employer owe it to me?

  • Who is required to be paid minimum wage in California?

  • What is the current minimum wage rate in California, and when will it increase next?

  • What if I live in a part of the State with higher costs of living?

  • How do I know if I’m being paid minimum wage for all my work?

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Customer Reviews

This law firm was extremely helpful and successful in my case. In a matter of 7 months they were able to settle my case! Joshua, Ariella, Vedang, and Iona were my attorneys and Aaron were extremely helpful in my case, always responsive and helped with any questions I had about my case. I was turned down by a few other law firms but this law firm took me seriously and won! I’m very satisfied with all of their services.

Fiorela A

They will always answer your calls and call you with updates to keep you informed. I had the pleasure of working with many of them and they are all great individuals. Bibiyan Law Group won two of the two cases I had with them and I’m pretty happy with them. I would recommend you give them a call.

Jose B

Super nice people. I opened a case with them and it took a while like most cases do but they made it very easy for me. I basically just told them what happened and they handled everything until the case closed while updating me in between and answering questions if I had any. Thank you!

Kaley C

Bibiyan Law Group was by far a great choice to make for my wrongful termination lawsuit. They kept me in the loop with all the details and supported me along the way until I received my settlement. Thank you for everything. Would recommend!

Charles S
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These are just a few of many examples of the work we do every day on behalf of hard working employees who are mistreated by their employers. Indeed, wherever there is a California employee who is being taken advantage of by their employer, we are here to lend a helping hand to ensure those practices are rectified. This includes working to make sure that you are made whole to the extent possible, as well as making efforts to ensure the employer changes its practices so that others are not hurt by the same policies or procedures.

Employment laws can be complex and employers may seem intimidating. No matter how blatant employment violations seem, employers and their attorneys manufacture excuses to show why you were paid all of your wages or why your termination was lawful. However, excuses can be torn down and employment violations shown for what they are. That is why Tomorrow Law™ exists: so employees do not have to be alone in their uphill battle against their employers who all too often trample their rights.

Don’t let your employer or former employer bully you. You have rights and we are here to help you know them and vindicate them.

If you were mistreated at work, believe you are not being compensated properly, or believe you were wrongfully terminated, the team at Tomorrow Law™ will take all possible measures to provide you with the best outcome. If you think you may have a possible claim, or would like information regarding your rights, contact Los Angeles Employment Law Firm Bibiyan Law Group. We will work with you to determine whether you may have a case against your employer, what the potential case may be, and can recommend a next step toward vindicating your employment rights.

Curious why Bibiyan Law Group, P.C. calls themselves the “Tomorrow Law™” team? Find out here »

What Our Clients Say

Michelle Helaire
Michelle Helaire
Bibyan Law Group has great attorneys. There attorneys are very thorough and helpful. I’ve had success on my first case them. Working on a second win 🥇, on my second case. Thanks Bibyan Law Group 😊
jeff conness
jeff conness
Bibiyan law Group P.C. quilified professionals engaged me from the beginning of my case to end of my case. Friendly staff always helpful. Repectfully.
Raymundo Cetina
Raymundo Cetina
Muy atentos cuando llamas te contestan y responden cualquier pregunta o duda que tengan y si no la saben en ese momento te dicen que te regresaran la llamada y si te llaman de vuelta y te dicen tu respuesta correcta
Joseph Hernandez
Joseph Hernandez
My experience with Attorney (Alex Wallin) has been above 5 Stars! Look no further, Call For a Consultation and book an amazing lawyer like I did!
Jenny Luna
Jenny Luna
Very professional law group. David and staff was very helpful definitely recommend!
Robert Santori
Robert Santori
Came to this Law Firm for unlawful termination and senior prejudice along with coworkers, including that were furloughed then terminated. I came to know of this firm through Howard Thomas. Though it did take approximately two years, the outcome was to my satisfaction.