Articles, news & legal alerts

Read the latest news from Scali Rasmussen, including legal alerts and event listings.

Published on

Buy/sells are exciting, intense, and hopefully rewarding for all parties when completed. They come with ups and downs, surprises, and different opinions. Both sides churn through their checklists, working to validate their opinion of valuation.

Published on

Gill Automotive Group in April acquired H & J Chevrolet in Kerman, California. The single-point dealership wasn’t struggling, which most of his acquisitions are, Jay Gill tells Getting to Go! But he was compelled to buy it for one main reason – Gill lives in Kerman.

Scali Rasmussen celebrates 10th year in the business of aiding businesses

The law firm was founded in 2013 to offer Big Law service with a boutique’s flexibility

Published on

A litigation boutique founded around the philosophy of comprehensive and cost-effective service for entrepreneurs and businesses, Scali Rasmussen is celebrating its first full decade in business. The Los Angeles-based law firm was launched in 2013 by Managing Shareholder Christian Scali, who was joined a year later by fellow named Shareholder Halbert Rasmussen.

Published on

Scali Rasmussen Principals Colleen O'Brien and Jasmin Bhandari have been selected as honorees by Los Angeles Business Journal recognizing the city's most influential women attorneys. The "Women of Influence: Attorneys" list recognizes women lawyers that have been recognized for exceptional legal skill and achievement across the full spectrum of responsibility, exemplary leadership as evidenced by the highest professional and ethical standards, and for contributions to the Los Angeles community at large.

Published on

In June of 2009, “marijuana smoke” was added to the Proposition 65 list of chemicals known to the state of California to cause cancer. OEHHA’s Carcinogen Identification Committee “determined that marijuana smoke was clearly shown, through scientifically valid testing according to generally accepted principles, to cause cancer.” As a result, all cannabis flower is subject to Proposition 65 cannabis warnings, because all flower contains/produces “marijuana smoke” and because there is no safe harbor level per OEHHA.

Published on

OEHHA announced that the 2022 meeting of the Carcinogen Identification Committee (“CIC”) will be held virtually on December 14, 2022. Among other issues, the CIC will consider listing Bisphenol A (“BPA”) on the Proposition 65 list as a chemical known to the State of California as causing cancer. (BPA has been listed as a chemical causing reproductive toxicity since April of 2013.) BPA was placed in the ‘high’ priority group for future listing consideration by the CIC at their November 2020 meeting.

Published on

On April 4, 2023, the California Court of Appeal’s Second District affirmed the trial court’s ruling in Ochoa v. Ford Motor Company and related cases, denying Ford’s motion to compel arbitration in a Lemon Law lawsuit. In so doing, the Second District split from the Court of Appeal’s Third District’s 2020 holding Felisilda v. FCA US LLC holding manufacturers could enforce arbitration provisions in car sale contracts between dealers and customers.

Published on

Dealership facility upgrades are a constant point of contention between factories and dealers. Factories can impose a wide range of facility demands, ranging from light brand image or signage updating, to complete facility refurbishment, rebuild, or even relocation. Dealers view many such requests as onerous and/or unlikely to provide any boost to sales.

Published on

We recently reported on various types of policies employers have adopted concerning cell phone use in California. California employers are required to reimburse a “reasonable” percentage of their employees’ cell phone, data and internet usage bill when said employees are required or expected to use their cell phone, data or internet connection for work-related purposes. This legal obligation arises from Labor Code Section 2802, which requires employers to reimburse their employees for “all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties.” One form of policy employers use to comply with this obligation is a “bring your own device policy” (“BYOD”). However, BYODs require diligent oversight to minimize risk of noncompliance. Different forms of BYOD exist that employers can implement, and each has its own benefits, administrative burdens, and risks.

Pages