Photo of Charlotte Carne

For more than 20 years, Charlotte Garry Carne has practiced in employment litigation, traditional labor law, and education law.  She routinely provides advice, counseling, and training to management on employment law issues, leadership issues and avoiding litigation.  She also excels at written advocacy and drafting employment policies, collective bargaining provisions, and executive employment agreements.  She has represented clients in state and federal courts in Michigan and California, as well as in various state courts and administrative agencies.

In 2019 California enacted Assembly Bill 51 (AB51) that would impose criminal sanctions on employers who required employees to sign arbitration agreements as a condition of employment. From there, this highly controversial law has followed a circuitous route.

Continue Reading A Win for California Employers: Employers Can Require Their Employees to Sign Arbitration Agreements as a Condition of Employment

The U.S. Supreme Court’s opinion in Dobbs v. Jackson Women’s Health Organization, No. 19-1392 (June 24, 2022), overruling Roe v. Wade, raised more questions than answers for U.S. employers. As a result of Dobbs, abortion is no longer a constitutionally protected right in the United States. As such, each state is left to determine how to legislate with regard to abortion.
Continue Reading Employers Face Uncertainty After SCOTUS Abortion Rights Decision in Dobbs v. Jackson Women’s Health Organization

On Wednesday, June 15, 2022, the United States Supreme Court issued an opinion that severely limits California’s right to enlist employees as private attorneys general to enforce California labor law by allowing employers to use mandatory arbitration provisions to defeat such representative claims.
Continue Reading In a Big Win for California Employers, SCOTUS Limits the Reach of the Golden State’s Private Attorneys General Act of 2004

Many employees are being asked to return to the office this Summer due to perceptions, true or untrue, about waning COVID infections. As a result, a number of employees are asking to remain remote or telework because they have found a better work-life balance during the pandemic. Before denying these requests due to the “team building” experience of all working in one location, employers should be aware of potential Americans with Disabilities Act (“ADA”) pitfalls.
Continue Reading Remote Work as a Reasonable Accommodation