Zaller Law Group

⛳ Great conversations don't always happen in conference rooms.

On June 25, we're bringing together California employers, HR leaders, and executives for an afternoon of networking, collaboration, and a little friendly competition at Topgolf El Segundo.

The goal isn't just golf—it's connecting with other business leaders who are navigating the same workforce, compliance, and operational challenges facing employers today.

We are looking forward to:
✅ Meaningful networking with California employers and HR professionals
✅ Team-based Topgolf tournament
✅ Open bar and catered food
✅ Raffles and giveaways
✅ A relaxed environment to build valuable business relationships

A special thank you to our event sponsors, Harri and TipHaus, for helping make this event possible.

Whether you're a scratch golfer or have never picked up a club, this event is designed for everyone.

📍 Topgolf El Segundo
📅 June 25, 2026
🎟️ Limited capacity | Invite-only

Request an invitation: https://ow.ly/xBB550Z5klq

Most California employers saw the recent CA arbitration decision as a win.

And it is.

But here’s what’s getting overlooked:

The decision protects the structure of arbitration agreements— not flawed agreements.

Even after the new O’Dell decision in favor of employers, employers are still facing challenges based on:

• Fee provisions that shift too much cost to employees
• Venue terms that create unfair burdens
• Agreements that aren’t clearly presented or readable
• One-sided terms that lack mutuality

So while the ruling is helpful, it doesn’t fix underlying issues.

The real takeaway:

The strength of your arbitration agreement comes down to the details.

The employers in the best position right now aren’t just relying on the decision —
they’re using it as an opportunity to review and tighten their agreements.

If you haven’t taken a fresh look at your arbitration program recently, now is a good time. Learn more about the O'Dell v. Aya Helathcare Services decision here: https://www.californiaemploymentlawreport.com/2026/04/five-takeaways-for-california-employers-from-the-ninth-circuits-arbitration-ruling-in-odell-v-aya-healthcare-services/

California restaurant operators: here's what you need to know about SB 68 before July 1.

📋 What it requires
Any restaurant with 20+ locations worldwide — including just one in California — must disclose the top 9 allergens (milk, eggs, fish, shellfish, tree nuts, peanuts, wheat, soybeans, sesame) on every physical and digital menu. QR codes in-venue are an accepted compliance method.

⚠️ The compliance gap is bigger than it looks
This isn't a labeling project — it's a data project. You need allergen information tracked through every sub-recipe and supplier formulation, refreshed every time a vendor or menu item changes.

🚨 Getting it wrong is worse than not doing it at all
An inaccurate disclosure creates both a regulatory violation AND personal injury exposure. The California Department of Public Health can issue fines and suspend operations. The plaintiffs' bar will follow.

📌 Even if you're under 20 units, pay attention
Starting July 1, every 20+ unit chain operating in California will have allergen info front and center. Operators who haven't built this capability will look like the outlier — and several states have similar laws already in motion.

The window is short. If you haven't started, now is the time. Learn more in our video here:

SB 68 Explained: California’s New Restaurant Allergen Labeling Law California’s new SB 68 allergen labeling law takes effect July 1, 2...