Maintaining wine balance in a changing climate Climate change is reshaping the wine industry. In many wine regions, each year seems to set new records for the hottest or driest growing season, followed by the earliest harvest dates yet. Such accelerated ripening is disrupting grape physiology; phenolic and aromatic development fall out of sync, sugar levels soar, and acidity drops away (1). So how can we adapt and build a more resilient wine sector? The answer to this question is multifaceted. In the vineyards, grape growers are rethinking their management practices, adjusting canopy architecture, introducing shading or optimising irrigation (1,2). Some are reaching for higher altitudes or moving further from the equator in search of cooler conditions (1). Others are trialling alternative heat- and drought-tolerant varieties, from long-forgotten cultivars to newly bred plant material. In the cellars, winemakers may turn to pragmatic solutions such as dilution or blending strategi

Award Recognizes That Each Family Has Continuously Farmed Local Land for More Than 100 Years  Multiple generations of eleven longtime Sonoma County farming families, all winegrape growers today, gathered to be recognized as the newest members of the “Century Club.”  The honor recognizes families who have continuously farmed their family’s land for more than one hundred years. The 2025 recipients join twenty-two other local farming families who were recognized last year in the first class of the Century Club.  Sonoma County Winegrowers created the Century Club to mark the unique legacies of farm families in the region.  Each member family of the Century Club is a testament to the strength and adaptability required to farm.    “We are thrilled to welcome more families to the Century Club and to honor each new member today,” said Karissa Kruse, President and CEO of Sonoma County Winegrowers.  She added, “Farming is a

Wine Road Elects Six New Board Members, Including New President Infusion of leadership marks one of the largest board transitions in recent years Healdsburg, CA, May 30, 2025 — Wine Road, the premier association of wineries and lodgings in Northern Sonoma County, is pleased to announce the election of six new members to its Board of Directors—one of the largest board transitions in the organization’s recent history. Typically electing just two new members per term, this year’s changes reflect a unique and exciting chapter for Wine Road, bringing fresh perspectives and renewed energy to its mission of promoting Northern Sonoma County as a world-class wine destination. The newly elected board members are: Julie Pedroncelli St. John, President, Pedroncelli Winery As a third-generation member of one of Sonoma County’s iconic Italian winemaking families, Julie brings decades of experience and deep roots in Dry Creek Valley. Pedroncellis have farmed the region s

Major changes in 2025 include: Increasing minimum wages and exempt salaries.  Wage and hour (PAGA) reform. Crime victims leave expansions. Indoor and outdoor heat illness standards. And many more! Speakers Arif Virji, Esq. Samantha Pungprakearti, Esq. Justin Hein, Esq. Sarah Hirschfeld-Sussman, Esq. Kristin Mattiske-Nicholles, Esq. CONFERENCE DETAILS Join us In-Person or Remotely by Zoom Date/Time: January 14, 2025 8:30 a.m. - Registration & Breakfast for In-Person Attendees 9:00 a.m. - Program Location: The Oxford Suites - Sonoma County 67 Golf Course Drive West Rohnert Park, CA 94928 In-Person attendees will be eligible to win a $400 gift card for dining at "the girl & the fig" restaurant in our Raffle Prize Drawing. Register Here www.comprlaw.com / Phone: 707-526-4200

What is PAGA? Since 2004, California’s Private Attorneys General Act (“PAGA”) has allowed an individual employee to “stand in the shoes of” the State to recover civil penalties from an employer for Labor Code violations—not only for violations against the single employee bringing suit, but for violations against all aggrieved employees. In this way, a PAGA lawsuit is a representative action like a class action. However, PAGA actions do not play by the same rules as class actions. How is PAGA different from a Class Action? Because an employee bringing a PAGA action is (in theory) acting as a private attorneys general to enforce State laws, PAGA actions are not treated like traditional civil lawsuits. Instead, they are treated as administrative enforcement actions brought by the State. For this reason, many of the limitations on class action lawsuits do not apply to PAGA actions. For example, PAGA actions cannot be waived, worker class certification an

Happy New Year! It is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that have either already gone into effect or will in early 2024. Below, we have identified our “top 10(ish)” changes.  Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2023.  So, if you need a handbook/policy review or have any questions, please call.  1. California and Local Minimum Wage Raised – In addition to the gradual increase to minimum wage by the state, several Sonoma County cities have increased minimum wage beyond that required by the state.  Below is a table that describes the state and local city requirements:                     Locality Effective Date All Employers California 1/1/2024 $16.00 Santa Rosa 1/1/

With the start of the new year, it is time to dust off the employee handbook, review your policies and procedures, and make sure they comply with all the new laws, regulations, and interpretations that have either already gone into effect or will in early 2023. Below, we have identified our “top 10” changes. Please keep in mind there were hundreds of laws, regulations, and changes implemented at the local, state, and federal levels throughout 2022.  So, if you need a handbook/COVID-19 policy review or have any questions, please call. 1. California and Local Minimum Wage Raised – In addition to the gradual increase to minimum wage that has been in effect under California law, several Sonoma County cities have increased minimum wage beyond that required by the state. Below is a table that describes the state and local city requirements: Locality Effective Date Employers With 26 Or More Employees Employers With Less Than 26 Employees California 1/1/2023 $15.5

Arbitration Agreements May Be Your Friend Overview: On June 15, 2022, the U.S. Supreme Court issued an 8-1 decision on the Viking River Cruises, Inc. v. Moriana case.  As anticipated, the U.S. Supreme Court ruled in favor of forcing employees to bring claims against their employers on an individual basis and in arbitration. The decision represents a rare win for employers and provides clear support for employers to adopt an Arbitration Agreement for their employees. What Should Your Company Do? If you have 100 or more employees or are otherwise concerned about group-wide claims under the Private Attorney General Act (“PAGA”) or via class action, we suggest you contact our office to discuss the benefits and drawbacks of adopting an employee Arbitration Agreement.  Having a carefully crafted Arbitration Agreement can save your company thousands or even hundreds of thousands of dollars.  However, there are always considerations to be made when adopting such a po

On May 23, 2022, the California Supreme Court issued a decision in Naranjo v. Spectrum Security Services, Inc., finding that meal period and rest break premium pay are considered wages.  This is in accordance with the purposes of the California Labor Code’s provisions regarding timely wage payment and wage statements.  As a result, the failure to pay and include meal period and rest break premium pay on wage statements can support additional penalties for wage statement violations under Labor Code Section 226 and waiting time penalties under Labor Code Section 203.  What We Thought The Law Was Under California law, employees are entitled to rest breaks and an unpaid meal period.  The number of breaks and periods depended on the number of hours worked but was typically two 10-minute rest breaks and one 30-minute unpaid meal period, per regular, 8-hour shift. An employer who failed to provide the requisite number or duration of the breaks during each workday