Latest news with #CaliforniaCivilRightsDepartment
Express Tribune
17-07-2025
- Entertainment
- Express Tribune
Did Blake Lively just lose a key player in her lawsuit against Justin Baldoni?
Blake Lively's civil rights lawsuit against It Ends With Us co-star Justin Baldoni has suffered a significant setback. A federal judge has dismissed social media PR executive Jed Wallace and his company, Street Relations Inc., from the case, citing a lack of jurisdiction. Judge Lewis Liman ruled on Wednesday that Lively failed to establish that Wallace, who operates out of Texas, could be sued in New York, where the lawsuit was filed. 'The Wallace Defendants are located in Texas, and Lively has not alleged that they are responsible for any act that would subject them to jurisdiction in New York,' the court documents stated. Lively had accused Wallace of working with Baldoni's PR team to orchestrate a 'digital smear campaign' against her. The actress claimed that Wallace 'weaponized a digital army' to seed and promote negative content in retaliation after she filed a sexual harassment and retaliation complaint against Baldoni with the California Civil Rights Department in December 2024. Wallace, who has denied all allegations, filed his own defamation lawsuit against Lively in February. His attorney, Chip Babcock, welcomed the dismissal, stating that Wallace appreciated the judge's 'thoughtful and thorough opinion.' Lively still has the option to pursue her claims against Wallace in a different jurisdiction or amend her complaint. Meanwhile, she is expected to be deposed by Baldoni's legal team later this week. Her legal representatives maintain that Wallace's lawsuit is 'transparent retaliation' for her speaking out and said they look forward to holding him accountable in federal court. This development is part of a larger legal battle unfolding between the two stars of the upcoming film It Ends With Us.
Reuters
16-07-2025
- Business
- Reuters
Understanding California Employment Laws: Camron Dowlatshahi of MSD Lawyers Offers Expert Insight
LOS ANGELES, CA, July 8, 2025 (EZ Newswire) -- Camron Dowlatshahi, opens new tab, partner at MSD Lawyers, opens new tab, today shared insights on how to navigate California's employment law landscape, one of the most dynamic and complex in the United States. Staying informed about these regulations is not just a matter of best practice but a legal necessity for employers and employees. Navigating this intricate web requires a comprehensive understanding of state mandates, ranging from wage and hour laws to anti-discrimination statutes. Compliance is paramount for all businesses operating in the Golden State to avoid legal pitfalls and foster a positive work environment. Employees must also know their rights and protections under these laws to ensure rightful and fair treatment so they can advocate for themselves when necessary. Key Aspects of California Employment Law California employment law is unique due to its progressive nature and robust employee protections. Unlike federal law, which sets a baseline, California often goes further to safeguard workers' rights. For example, California's minimum wage consistently exceeds the federal level, and the state provides more expansive leave entitlements. These differences highlight the importance of focusing specifically on California law for anyone working or employing individuals within the state. Employers must be vigilant to ensure their current policies and practices align with these stringent state requirements, as non-compliance or complacency can lead to significant legal, reputational, and financial repercussions. Employees also benefit from understanding these enhanced protections, empowering them to recognize and address workplace violations. Minimum Wage Effective January 1, 2025, the new mandated minimum wage for all employers is $16.50 per hour, opens new tab. Additionally, fast food workers will earn $20.00 per hour, opens new tab starting April 1, 2024, under AB 1228. Certain healthcare workers earn between $18 and $25+ per hour, opens new tab in phases under SB 525. These sector-specific increases underscore the state's ongoing efforts to address wage equity across industries. Employee Protections California offers broad employee protections through the Fair Employment and Housing Act (FEHA), which is now enforced by the California Civil Rights Department (CRD), opens new tab. FEHA covers various employment practices, including anti-discrimination, retaliation, and wrongful termination safeguards, ensuring that workers are treated fairly regardless of their status, background, or identity. Leave Entitlements California provides more generous leave entitlements than those required under federal law. For instance, SB 616 expands paid sick leave, opens new tab to five days or 40 hours annually. Additional leave provisions exist for circumstances such as family care, pregnancy, and issues related to domestic violence. Retaliation Protections Employees in California are legally protected from retaliation when they report workplace misconduct. This includes retaliation for reporting discrimination, harassment, unsafe working conditions, and wage violations or exercising their rights under various leave laws. These protections are critical to ensure employees can speak out without fear or danger of losing their jobs. Wrongful Termination Protections Under FEHA California's Fair Employment and Housing Act (FEHA), now administered by the Civil Rights Department (CRD), is a cornerstone of employee protection against discrimination, harassment, and retaliatory termination. FEHA prohibits employers from wrongfully terminating employees based on several protected characteristics, ensuring a workplace free from bias. Protected categories include race, color, national origin, ancestry, sex, gender identity, sexual orientation, disability, medical condition, genetic information, pregnancy, religion, age (over 40), marital status, and more. California is an at-will employment state; hence, employers can terminate employees without cause, provided the reason is not illegal. However, FEHA offers essential limits for this doctrine. Discriminatory or retaliatory terminations are unlawful, and protections also extend to employees engaging in protected activities such as filing complaints or participating in lawful investigations. California law further recognizes "implied contracts," meaning that employer actions or assurances may create a reasonable expectation of continued employment, even absent a written contract. Additionally, the Private Attorneys General Act (PAGA) allows employees to rightfully file lawsuits on behalf of themselves and others for Labor Code violations, which may arise after reporting wrongful termination, opens new tab or other workplace misconduct, reflecting the state's strong commitment to labor rights enforcement. Expanded Protections: Cannabis, Intersectionality, and Safety As of January 1, 2024, under AB 2188, California prohibits employers from discriminating against their employees for off-duty cannabis use, opens new tab, provided it does not impair performance or safety-sensitive duties. Exceptions apply to federal contractors and safety-related roles. FEHA already protects against discrimination based on multiple overlapping characteristics (intersectionality), and recent CRD enforcement emphasizes this. Meanwhile, SB 553 (2023) requires California employers to implement written workplace violence prevention, opens new tab plans by July 1, 2024, highlighting a new era of proactive safety in employment law. Reimbursement and Remote Work California Labor Code §2802 requires all the state's employers to reimburse their employees for incurred necessary business expenses. For remote workers, this includes partial reimbursement of internet and phone expenses if essential for work. Resources for Employers and Employees Employers can access compliance resources from the California Chamber of Commerce and use HR management software like Gusto to automate payroll, track labor law updates, and maintain accurate employee records. The Society for Human Resource Management's (SHRM's) study notes that integrating HR tech can reduce compliance violations by up to 20 percent. For up-to-date guidance, employees should consult the official channels of the California Department of Industrial Relations (DIR) and the California Civil Rights Department (CRD) websites. Legal aid organizations provide support to workers facing wrongful termination or wage violations. Employees facing discrimination or retaliation should consult employment law attorneys early to understand their options. Stay Compliant and Empowered: Your Next Steps in California Employment Law California's employment laws are comprehensive and strongly favor employee protection, requiring careful attention from employers and workers. Understanding key factors such as wrongful termination protections under FEHA, minimum wage obligations, leave entitlements, expense reimbursements, and new safety mandates is essential to maintaining compliance. Now is the time to assess your workplace policies, update your employee handbooks, and consult with qualified legal counsel to ensure you're compliant and prepared for what's ahead. You can foster a compliant, equitable, and safe workplace by utilizing available tools and staying informed on legislative changes. Staying proactive is the best strategy to thrive in California's dynamic legal environment. About MSD Lawyers MSD Lawyers, based in downtown Los Angeles, is a litigation-focused law firm representing clients across the city's most dynamic industries. Our attorneys handle matters involving business litigation, employment disputes, real estate, and intellectual property. With experience representing everyone from Fortune 500 companies to individuals, we combine the resources of a high-level litigation team with the personalized service of a boutique firm. From case inception to trial, we aggressively protect our clients' interests at every stage. For more information, visit opens new tab. Media Contact Camron Dowlatshahi camron@ ### SOURCE: MSD Lawyers Copyright 2025 EZ Newswire See release on EZ Newswire
Pink Villa
25-06-2025
- Entertainment
- Pink Villa
Justin Baldoni Decides Not to Refile USD 400 Million Lawsuit as Blake Lively Declares Victory, Here's What It Means
Trigger Warning: This article includes references to s*xual harassment. Blake Lively's legal team is calling it a win after Justin Baldoni chose not to refile his USD 400 million countersuit involving the filming of It Ends With Us. The dispute began when Lively filed a lawsuit in late 2023, accusing Baldoni of s*xual harassment, fostering a hostile work environment, and running a smear campaign against her. The legal battle escalated quickly when Baldoni responded with a massive countersuit, targeting Lively, her husband Ryan Reynolds, their publicist, and even The New York Times, alleging defamation and extortion. But now, the USD 400 million countersuit is officially off the table. Earlier this month, U.S. District Judge Lewis J. Liman dismissed Baldoni's claims, stating that Lively's statements to the California Civil Rights Department were protected under legal privilege and could not be used as grounds for defamation. The judge also threw out Baldoni's USD 250 million claim against The New York Times, saying the publication's coverage was protected under fair-report privilege. What happens now after Baldoni drops his countersuit? Baldoni was given a chance to refile a narrower breach-of-contract claim, but his attorney, Bryan Freedman, confirmed they won't be pursuing that. 'We will be pursuing additional legal options that are available to us,' Freedman told PEOPLE, suggesting that more legal steps could follow, even though the countersuit has been dropped. Lively's side responded strongly to the court's decision. Her representative told Just Jared, 'The Court dismissed the frivolous USD 400 million Baldoni-Wayfarer lawsuit in its entirety. In the days that followed, Baldoni's lawyer said the judge's decision to dismiss their case was not a big deal as they promised to amend and refile it. As per usual, that was not true. The Court's dismissal of Baldoni's sham lawsuit was a total victory after all.' In a statement to US Weekly, her lawyers called the dismissal a complete vindication for Blake Lively, Ryan Reynolds, and others named in the suit. They added that Justin Baldoni's countersuit was 'a sham.' Despite the countersuit being dismissed, Baldoni's team maintained their position. His lawyer, Bryan Freedman, said the court's decision had no impact on their stance, insisting there was no harassment or smear campaign and that it would not affect their strong defense against Blake Lively's claims. Blake Lively's original lawsuit is still active, with a trial scheduled for March 2026. Baldoni's legal team is also trying to access Lively's private communications with Taylor Swift, which have become part of the discovery process.
Yahoo
10-06-2025
- Entertainment
- Yahoo
Why a judge dismissed Justin Baldoni's lawsuit against Blake Lively and The New York Times
A federal judge dismissed actor Justin Baldoni's extortion and defamation claims he brought against actress Blake Lively, The New York Times and others, while still giving Baldoni a chance to pursue limited contract-related claims in the legal feud between the 'It Ends With Us' co-stars. Baldoni's legal complaint came in January after Lively brought her own in December alleging sexual harassment, retaliation, breach of contract and intentional and negligent infliction of emotional distress. Her suit is still pending. Dismissing Baldoni's claims in a 132-page opinion Monday, U.S. District Judge Lewis Liman in New York summarized them in two broad categories: First, that Lively, helped by actor Ryan Reynolds (Lively's husband) and publicist Leslie Sloane, threatened to refuse to promote the film, which Baldoni directed, and to attack him in the press if she didn't get control and credit. And second, that Lively, Sloane, Reynolds and the Times spread a false narrative that Baldoni committed sexual misconduct against Lively and engaged in a smear campaign against her. Rejecting the first category, Liman said Baldoni failed to adequately allege that Lively's threats were extortion rather than just bargaining over working conditions. Rejecting the second category, Liman said Baldoni failed to adequately allege any false statements made to the Times, other than statements made by Lively in a complaint she filed with the California Civil Rights Department, which Liman said were legally privileged. The Times published a December story headlined, ''We Can Bury Anyone': Inside a Hollywood Smear Machine,' citing Lively's complaint. Liman said Baldoni has until June 23 to file an amended complaint limited to certain contract-related claims. Subscribe to the Deadline: Legal Newsletter for expert analysis on the top legal stories of the week, including updates from the Supreme Court and developments in the Trump administration's legal cases. This article was originally published on
Yahoo
06-06-2025
- Entertainment
- Yahoo
‘Blake Lively Net Worth' Trend Explained Amid Justin Baldoni Legal Battle
The phrase 'Blake Lively net worth' is trending, and people want to know why. Lively, a prominent Hollywood actress, has appeared in projects such as the CW's Gossip Girl, The Sisterhood of the Traveling Pants (2005), Green Lantern (2011), The Age of Adaline (2015), and the Simple Favor movies. She is married to fellow actor and producer Ryan Reynolds, and the couple shares four children. In 2024, Lively became involved in a legal battle with Justin Bladoni, with whom she worked on the romantic drama film It Ends with Us. The phrase 'Blake Lively net worth' has become a trend, likely because of the ongoing legal battle between Lively and Baldoni. The pair worked together on 2024's It Ends With Us, a project that eventually became riddled with controversies and legal disputes. While promoting the movie, Lively garnered criticism on social media for what was dubbed as not properly addressing the movie's themes of domestic violence and emotional abuse in her interactions with the media. At the same time, Baldoni seemed to be majorly absent from the movie's promotion. It Ends with Us debuted in U.S. theaters in August 2024, and was a massive hit. In December, Lively filed a complaint against Baldoni with the California Civil Rights Department, accusing him of creating a hostile work environment and sexual misconduct. In an article published that month, The New York Times claimed that Baldoni had employed a PR firm to target Lively. This prompted the Jane the Virgin actor to file a $250 million lawsuit against the outlet. Lively subsequently filed a federal lawsuit against Baldoni, reiterating what she mentioned in her complaint. Later, Baldoni sued Lively, Reynolds, and their publicist Leslie Sloan for $400 million, alleging extortion, defamation, and invasion of privacy. (via CNN Entertainment) Notably, Lively has a speculated net worth of $30 million. It's possible that her net worth was impacted by the ongoing legal battle. The post 'Blake Lively Net Worth' Trend Explained Amid Justin Baldoni Legal Battle appeared first on - Movie Trailers, TV & Streaming News, and More.
