How Long Do Madison Victims Have to File a Self-Driving Car Claim?
Understanding the Clock on Autonomous Vehicle Claims in Madison Key Takeaways: Madison victims of a self-driving car crash generally have three years from the date of injury to file a personal injury lawsuit under Wisconsin’s statute of limitations, Wis. Stat. § 893.54. However, the technical complexity means the practical timeline is often much shorter, as…
Read MoreHow the Decloedt Ruling Lets Harassed LGBTQ+ Workers Avoid Arbitration
Can I Sue My Employer for Harassment After the Decloedt Decision? Key Takeaways: In Decloedt v. Radnet Management, Inc., California’s Second District Court of Appeal held that sexual orientation harassment qualifies as "sexual harassment" under the state’s FEHA. This means such claims fall within the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment…
Read MoreWisconsin’s Minimum Bodily Injury Coverage of $25,000 Can Cap a Settlement
How Low Policy Limits Can Quietly Shrink Your Injury Payout Key Takeaways: Wisconsin’s minimum bodily injury coverage is just $25,000 per person, often functioning as a hard ceiling on recovery regardless of damage severity. Your recovery can shrink through Wisconsin’s modified comparative negligence rule, which reduces damages by your share of fault and bars recovery…
Read MoreHow the Walton Decision Protects Unpaid Interns From Harassment in California
Anonymous Complaints in the Workplace: Why the Walton Decision Matters for California Interns Key Takeaways: California continues to strengthen protections for unpaid interns under the Fair Employment and Housing Act (FEHA), and the Walton decision 2026 has reinforced how far those safeguards reach. Unpaid interns generally have the same anti-harassment protections as paid staff, even…
Read MoreWhat Is Disparate Treatment Under California FEHA in Redondo Beach?
Understanding Intentional Discrimination in the California Workplace Key Takeaways: Disparate treatment under California’s Fair Employment and Housing Act (FEHA) is intentional discrimination, occurring when an employer treats you less favorably than similarly situated coworkers because of a protected characteristic rather than performance. FEHA protects disability, age, race, sex, and more, applying to employers with five…
Read MoreCan Churches Be Sued for Employee Sexual Abuse in Madison, WI?
Understanding When a Church Can Be Held Responsible for Abuse in Madison Key Takeaways: Yes, a church in Madison can be sued when its employee sexually abuses a congregant, minor, or staff member. Wisconsin law recognizes theories like negligent hiring, supervision, and retention that can reach the institution itself, not just the individual offender. Civil…
Read MoreCan a Government Worker Face a 6-Month Harassment Deadline in California?
Understanding the Clock That Runs Against Public Employees in California Key Takeaways: A California government worker’s harassment claim under the Fair Employment and Housing Act (FEHA) is NOT subject to the six-month claim-presentation deadline in the California Government Claims Act, because FEHA provides its own comprehensive administrative procedure. However, related common-law claims, such as intentional…
Read MoreDoes a Supervisor’s Title Matter for Harassment Liability in California?
Why a Supervisor’s Role, Not Their Job Title, Drives Harassment Liability Key Takeaways: In California, harassment liability depends on whether someone actually functioned with supervisory authority over you, the power to hire, fire, discipline, or reassign, not their job title. When harassment is committed by someone with genuine supervisory authority, your employer faces strict liability…
Read MoreLampkin Ruling Clarifies the Same-Decision Defense in Retaliation Cases
What the Lampkin Decision Means for Whistleblowers Facing Retaliation in the Workplace Key Takeaways: In Lampkin v. County of Los Angeles, a California appellate court held that a whistleblower who proves retaliation but recovers no damages is not a "successful" plaintiff entitled to attorney’s fees under Labor Code section 1102.5. The ruling turns on the…
Read MoreIs a Coworker’s Conduct a Hostile Work Environment Under California Law?
When a Colleague’s Behavior Crosses the Legal Line Key Takeaways: Under California’s FEHA, a coworker’s conduct can create a hostile work environment even when that person has no authority over your job. To qualify, the unwelcome conduct must be tied to a protected characteristic and be severe or pervasive enough to alter your working conditions;…
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