As much of the US re-opens, governmental agencies are issuing updated guidance to guide the return to the workplace. Here’s the latest from OSHA and the EEOC. READ MORE
Jillian Victoria Kaltner
Jillian Kaltner is a member of the Employment Litigation team in the Silicon Valley office. Jillian's practice includes discrimination and wage and hour cases.
Before joining Orrick, Jillian clerked at the San Francisco Superior Court, where she honed her skills and passion for civil litigation.
Jillian graduated Magna Cum Laude and Order of the Coif from UC Hastings College of the Law. During law school, Jillian won multiple awards for both brief writing and oral advocacy with the school's nationally-ranked Moot Court program. Jillian also served as the Executive Editor of the Hastings Women's Law Journal.
Posts by: Jillian Kaltner
As COVID-19 has forced more Americans than ever to stay home, the package delivery workforce has been active in delivering food and other essential items to people’s doorsteps. These package delivery drivers may have increased levels of risk of exposure to COVID-19 because the tasks they perform can bring them into close contact with the general public. READ MORE
Although COVID-19 continues to disrupt the daily lives of American workers, employers are beginning to plan for a possible return to work. This includes retailers, which have been particularly impacted by the Coronavirus pandemic with a widespread shutdown of stores. Now, OSHA has released specific guidelines for keeping retail workers safe. READ MORE
This November, Californians may get the chance to vote on a ballot measure that would address some of the fallout from the new independent contractor law known as AB 5. The proposed ballot measure is called the “Protect App-Based Drivers & Services Act.” The ballot measure would allow Californians to vote to protect their right to work as independent contractors with rideshare and delivery network companies throughout the state. READ MORE
Starting January 1, 2020, California employees will have three times as long to file charges alleging discrimination, harassment and retaliation. The new statute of limitations arises from AB 9, which increases the statute of limitations for filing a charge under the Fair Employment and Housing Act (“FEHA”) from 1 year to 3 years. AB 9 is certain to have a significant impact on employers in the years that follow, but employers can mitigate the potential burden of this statute by understanding the new law and how to prepare for it. Below is some background and helpful tips for employers. READ MORE