Jordan Oslin, Esq.

Inspiring to listen to a panel of female filmmakers discuss the film industry, their current projects, and local Bay Area filmmaking. There is so much amazing filmmaking going on in the area! - California Film Institute, Mill Valley Film Festival #Bayareafilmfestival #MVFF47 #SFLawyer #entertainmentlawyer #IntellectualProperty #IPLaw #legalnews

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Watch this case. Considering how little enforcement we've had from the AG and CPPA so far, this has the chance to supercharge #CCPA enforcement. #privacy

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California passes Freelancer Worker Protection Act. What does this mean to freelancers and companies? Attorney Breakdown Governor Gavin Newsom signed SB 988 into law on September 28, taking effect on January 1, 2025. The law covers any "hiring party" based in California and requires: * Written Contracts for any project more than $250 * Timely payment (30 days or less unless outlined differently in the contract) * No retaliation for enforcing any of the rights in the law * No payment ultimatums (can't demand a discount or bonus services for the original payment amount to be paid on time) Freelancers can use the law to enforce their rights and can get: *$1,000 + normal rate if a freelancer asked for a written contract and the hiring party refused to comply * double the unpaid compensation if payment was late *damages equal to the value of the contract or the work performend (whichever is greater) if any other violations of the law. 𝗙𝗼𝗿 𝗙𝗿𝗲𝗲𝗹𝗮𝗻𝗰𝗲𝗿𝘀 (especially creative service providers like editors, VAs, social media managers, copywriters, photographers, videographers, etc): If you are based in CA or get contracted out in CA, make sure you understand your rights and 1) use a solid written contract to outline your services and 2)follow the correct billing procedure, including sending an invoice to the right department for timely payment. If you're not based in CA -- you can add these rights to your existing contract (or if you need a good Client Service Agreement, grab it at the link below) 𝗙𝗼𝗿 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀: If you are based in CA and hire independent contractors, make sure you 1)update your contracts and can meet the payment timelines 2)train any managers on compliance with this new law and 3)work with your billing department to make sure you can pay within the contract deadline, or at most net/30 days of when the services were completed. #freelancers #freelancertips #compliance #independentcontractors #gigeconomy Follow me news, tips, and tricks to get your brand legally legit!

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🔍 Curious about California's DUI laws? Get the inside scoop from our experienced attorneys! 📚 Our latest content offers valuable insights and expert advice. Don't miss out! Reach out to us at 🔗 www.lloydcoulter.com, 📞 call (714) 541-5055, or 📱 text (714) 912-8245. Let's start this journey together. #KnowYourRights #DUILaw #LegalTips

Happy July 4th, everyone! Please join us for the next presentation of the Licensing and Tech Transactions Interest Group of the IP Section of the California Lawyers Association, Friday, July 12, at 12pm Pacific. As always, attendance is free, and attendees will be eligible to receive .75 MCLE self-study credits. This month's presenter is our own Vice-Chair, Jay Parkhill! this month's topic: Lawyering in the 2020s: Technical and Ethical Considerations for Keeping up with our Clients Part 1: Working in Shared Document Environments. As lawyers we have traditionally shared documents with clients via email: send document, receive comments, Save As, edit, send, repeat. Our clients often work in shared documents systems like Google Docs, though. The first half of this presentation will cover technical issues and practice-oriented tips for working with clients in shared-document systems. This is intended to be a round-table format where we can all share tips & tricks we have learned. Part 2: E-signatures. Electronic signatures are the default for many transaction types. This part of the presentation will review the legal foundations for e-signatures, exceptions to e-signature use, and a few recent cases that show pitfalls to avoid. If you are interested in attending, please contact the Chair of the Interest Group, Matthew Dedon, for the login details and presentation materials: [email protected].

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After a lengthy legal challenge that began back in 2021, this July the California Supreme Court voted to uphold Califorinia's Prop 22, allowing gig companies such as Uber and Lyft to classify drivers as independent contractors, preserving their business model and workers' flexibility. Business owners in California need to be careful though when classifing employees as independent contractors. Read our article about the ABC test for classifying employees: https://ow.ly/eXLJ50T1o29

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If you have questions about any family law matter, please visit my YouTube channel - "3 Minutes of CA Family Law", brought to you by Family Law San Diego, where I offer helpful information on all aspects California Family Law.

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🚨 Arrested for DUI and hold a California state license? The stakes are even higher. A DUI arrest doesn’t just affect your driving record—it can also have serious repercussions with your licensing board. Your professional career could be at risk, and navigating this complex legal terrain requires expert guidance. At Guadan Law Group, PC, we understand the intricacies of DUI cases and their impact on your professional license. We’re here to protect your rights and your career. Don’t face this challenge alone. 📞 Call us now at 949-389-7632 for a complimentary consultation. Let’s work together to safeguard your future.

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Chalk up another appellate victory for Iezza & Hockel! Question: If an employer terminates an employee for refusing to take a Covid-19 test and share the results with the employer, does that create a claim for discrimination or retaliation under the California Confidentiality of Medical Information Act? Answer: No. During the Covid-19 pandemic, an employee reported to his employer that he wasn't feeling well and described symptoms consistent with Covid-19. The employer asked him to get a Covid test and let the employer know the results before returning to work. The employee refused and was terminated. The employee sued the employer, claiming discrimination and retaliation under the California Confidentiality of Medical Information Act, which (among other things) prevents an employer from terminating an employee for his refusal to provide a "medical authorization." We brought a demurrer in the trial court, arguing that the employer's request for a Covid test is not a request for a medical authorization under the Act. The trial court agreed and dismissed the case. The employee appealed. The Sixth Appellate District for the California Court of Appeal agreed with us and issued the attached opinion holding that the employer's request employer's request did not violate the Act. Our client is not alone in this fight. There are numerous other cases against employers arising out of requests for tests. We hope this case will assist other employers defend those cases. If you're an employer facing similar issues, Iezza & Hockel can help.

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Litigation can feel overwhelming, but you don’t have to face it alone! Our latest blog breaks down the California litigation process—from filing a lawsuit to what to expect at trial. Whether you're dealing with a contract dispute or seeking justice, knowing the steps ahead can make a world of difference. Check out our guide to help you feel confident and informed at every stage. For tailored advice and representation, connect with our experienced team at Lanak & Hanna. 🔗 https://lnkd.in/g5JQH_Kg #Litigation101 #LegalSupport #LanakHannaLaw

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New blog post, with the age old question: Why do I need an estate plan in California? TLDR: To avoid protect assets from probate, assist your family, and prevent disputes. https://lnkd.in/g5U9upp2

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Calling all employers, in-house counsel, and HR professionals! Confused about how the new PAGA reform affects you? My colleagues and I will be holding a FREE webinar on 7/16 to tell you about these changes and how to best protect your company moving forward. Sign up for the best combo of knowledge and personality on this confusing topic! Monte Grix Daniel Handman Anna Pham

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Workers' Compensation provides you a settlement for permanent disability. But injured employees have challenges to get all they deserve. San Diego workers’ compensation attorney, Thomas DeBenedetto shares his experience of over 30 years on the inadequate permanent disability settlement payment system affecting injured workers in California.  If you have been permanently injured from work get valuable information from the video link: https://lnkd.in/g6A22iNi Key highlights: • The number of weeks of pay an individual receives for each percentage of disability is set at a weekly rate of $290. • The permanent disability schedule was last updated in 2014. • This weekly benefit rate of $290 is insufficient to cover basic living expenses in San Diego. The high cost of living in California puts disabled employees in hard financial situations. • The current system is lousy, outdated and ridiculous in adequately supporting injured workers. • Our state government continues to fail at handling fair workers’ compensation settlement payments. • Trusting your employer's insurance company will result in losing out on significant benefits and compensation. Don’t settle for less and get an experienced workers’ comp attorney. Thomas DeBenedetto can help you secure the maximum number of benefits by pursuing claims for all injured body parts to get the highest percentage of disability for future medical care. Don’t face this ordeal alone. Contact our office today for a free case review.

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Exciting legal developments in the cannabis industry! Los Angeles is vigorously defending its social equity cannabis license program against a challenge to its residency requirement. The city's argument, grounded in constitutional and federal law, underscores the complexities of navigating state and federal regulations in this rapidly evolving landscape. As a cannabis lawyer, it's fascinating to witness these legal debates unfold, especially concerning the application of the dormant commerce clause. Looking forward to seeing how this case progresses and its potential impact on cannabis regulation nationwide. #CannabisLaw #LegalUpdates #DormantCommerceClause #ManzuriLaw

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Notice to LA based Trial Teams. While you should still do everything you can to get a traditional court reporter whenever possible, the Los Angeles Superior Court announced today the issuance of a general order authorizing LASC judges to order electronic transcription of court proceedings where there is no court-employed court reporter available, and the court makes one or more findings specified in the general order. The electronic reporting procedure is available when requested by the judicial officer presiding over the proceeding and when a court reporter is not available, to operate electronic recording equipment in certain family law, probate and civil proceedings. The order applies only when the Court is unable to provide an official court-employed court reporter due to an ongoing and well-documented court reporter shortage, when a litigant is unable to secure the services of a private sector court reporter at the litigant’s expense, and when the judicial officer makes specific findings that fundamental constitutional rights are at stake. General Order 2024-GEN-011-00 is effective immediately throughout the Superior Court of Los Angeles County in the specified case types.

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