News & Events

Stop overlooking critical deal-making intellectual property law with this presentation by Dana Brody-Brown of Hoge Fenton on the topic of IP law for non-IP Lawyers. How often do we use intellectual property language without understanding how it impacts us, especially given the uncertainties of this specialized area? Every employment contract, settlement agreement, & basic business/non-profit/government agency use this language without a strong understanding of its long-lasting impact. In this seminar, we will discuss the basic principle of copyright and trademark law – and even sprinkle in critical patent law concepts: the basics of the right to be attributed, the value of nonsensical representations, and the idea of being first. Specific techniques to protect your client – whether a business owner, an employer, or a party to a settlement – will be provided. Register by email kbrown@kaglaw.net and mail payment checks (made out to MCWLA) to Kari Brown 24591 Silver Cloud Court, Suite 200, Monterey, CA 93940. Non-Member: $45.00 MCWLA Member: $30.00 MCWLA Member: $30.00 Please Click Here for Flyer Payment must be received prior to event. Priority will be given for reservations before Friday, March 15. After that date, reservations are first-come, first-serve and space may be limited. RSVP early! Presented in conjunction with The Monterey County Bar Association, a State Bar of California approved MCLE provider. No cancellations. For more information, please call (831) 373-7500.

The Bay East Association Platinum Affiliates just hosted the “Using Capital Gains Strategies to Market Yourself to Real Estate Investors” program on February 19th. The program was aimed at assisting professionals with strategies to help real estate investors save taxes on the sale of investment property. The Platinum Affiliate showcased Hoge Fenton attorneys Steve Siner and Sean Cottle, in addition to Joseph Callejas of IPIX1031, and moderator Rich Arzaga from Cornerstone Wealth Management. The panel was well received and we look forward to partnering up with the Bay East Platinum Affiliates again for the opportunity to educate the real estate community.

Hoge Fenton Shareholders Steven D. Siner and Sean A. Cottle will be joining a distinguished panel that will present strategies designed to help you convert successful real estate investors into grateful long-term clients. Learn five strategies to defer or reduce capital gains taxes on highly appreciated real estate investments: The classic 1031 exchange Advanced Trust strategies The newly approved Opportunity Funds Review of the little-known 1031-721 Offsetting capital gains with losses Education Advantage: FREE Bay East REALTOR®: FREE Non Bay East REALTOR®: $5 Non REALTOR®: $10 For more information about this program event and online registration, please click here.

For printable version of this article, click here. HIRE Criminal Background Checks (SB 1412; Labor Code§ 432.7): This statute modifies the law to provide that employers can only ask applicants about particular convictions(not all criminal history) if: A) Employer is required by law to obtain the information; B) The applicant would be required to possess or use a fire arm in the course of their employment; C) An individual with that particular conviction is prohibited by law from holding the position sought; or D) Employer is prohibited by law from hiring an applicant who has that particular conviction Salary Inquiries (AB 2282; Labor Code § 432.3): Although an employer may not seek salary history information from an applicant in deciding whether to hire the applicant or determining the salary to offer, the employer can ask about salary expectations. Per the 2018 change, employers were required to provide a pay scale upon reasonable request; the new 2019 changes to the statute defines “pay scale” (a salary or hourly wage range) and “reasonable request” (a request made after an applicant has completed an initial interview with the employer). Finally, the new law clarifies that “applicant” means an individual seeking employment, not current employees. Wage Differentials for Current Employees (AB 2282; Labor Code § 1197.5): Wage rates can be unequal and an employee’s current wage rate may be considered in setting compensation only when the wage differential is based on one or more of the following factors: (1) a seniority system; (2) a […]