Q: I know from prior articles that a receiver for a tenant entity has the right to reject a lease, if to do so is beneficial for the estate. Is the reverse true? If a receiver was appointed for a landlord, can he or she reject a tenant lease, in order to retake possession, if doing so would be beneficial to the estate?

A: No. While a receiver for a tenant can affirm and adopt a lease, or reject it and return the property to the landlord, See, D.H. Roosen Company v. Pacific Radio Publishing Company, 123 Cal. App. 525, 534 (1932), the reverse is not true. While the right to reject a lease flows from the ...

California’s Victims’ Leave law was expanded effective January 1, 2025, under Assembly Bill 2499.  These changes imposed new obligations and broadened existing ones.  Importantly, AB 2499 also imposed a new notice requirement, and on July 1, 2025, the Civil Rights Division published a model notice explaining employee rights under the law.

Employers are required to provide the new notice (available here: Survivors of Violence and Family Members of Victims Rights Leave and Accommodations) in multiple situations:

• At hiring (to new employees);
• Annually to all employees;

Imagine that you are the trustee of your father’s trust and also hold his power of attorney. He is in his mid-80s, physically frail and depressed. He has been diagnosed with a neurocognitive disorder and two doctors have stated that he lacks capacity. You have observed that his memory is worsening.

While you are out of town, your sibling secretly arranges for an outside lawyer to meet privately with your father under circumstances suggesting undue influence. The lawyer has your father sign a $100,000 retainer agreement and then claims to represent him. When you return, your father has ...

The California Civil Rights Council has approved new regulations that clarify how existing anti-discrimination laws under the Fair Employment and Housing Act (“FEHA”) apply to the use of artificial intelligence (AI) and automated decision systems. These regulations become effective on October 1, 2025.

The new rules are not a ban on AI. Instead, they serve to expand and clarify existing safeguards to ensure AI tools do not have a disparate impact on, or a disparate treatment of, employees based on FEHA-protected characteristics.

This development is distinct from AB 1018, a ...