Happy New Year! 2023 has been another challenging year for California employers. Some of the critical issues for employers included returning employees to the office after COVID-19, the California Supreme Court’s ruling that employers could not enforce PAGA waivers in arbitration agreements, the continuing onslaught of PAGA litigation, and the new employment
This Friday’s Five is a break from the normal legal update – I’m asking you a few questions. I started this post last year, and wanted to continue with the questions. Hopefully the questions will help you reflect on 2023, what you are most grateful for, and what you are looking forward to in 2024.
Labor Commissioner hearings can be a stressful ordeal. However, with some planning and understanding about the process, employers can set themselves up for the best possible outcome. Here are a few pointers about the strategy during Labor Commissioner hearings, and items to remember while completing the process.
1. Be courteous to everyone during the process.
The recent surge in Private Attorneys General Act (PAGA) lawsuits and the amounts of damages sought in these cases in California has become a significant cause for concern among the business community. This legislation, initially designed to empower employees to file lawsuits for labor code violations on behalf of themselves and other workers, has seen
California employers often ask me the question of what steps can they take to stop employment litigation. My response usually begins with a warning that there is nothing an employer can do that will prevent a frivolous lawsuit, but the employer should focus on what they can control. Employers can only control their actions and
Here are five considerations that should be on the top of every employer’s mind in California during the hiring process in 2024:
1. Does the manager posting job ads understand which pay transparency disclosures are required?
Since January 1, 2023, employers with 15 or more employees are required to include the pay scale for the
With new legal requirements facing California employers in 2024, this Friday’s Five article focuses on five initial steps that employers can begin implementing now and other employment law deadlines in 2024:
1. Minimum wage and exempt employees salary threshold: Adjust pay levels for increasing minimum wage and ensure exempt employees are paid minimum threshold salaries
As we enter the holiday season, it is a good time to review employer’s obligations to accommodate requests for time off for holidays and best pay practices during the holiday season. This Friday’s Five covers five reminders for employers about holiday leaves and pay:
1. California employers are not required to provide employees time off
Nearly every state in the U.S. recognizes the at-will employment doctrine, except for Montana. However, a new law taking effect in California on January 1, 2024, erodes the at-will doctrine even more, and when coupled with the ever increasing list of protected activities that employers may not rely upon for employment decisions (which in 2024
In the ever-evolving landscape of California’s labor and employment regulations, the upcoming year promises to bring a fresh set of challenges for employers throughout the state. As we begin to close 2023, it’s imperative for businesses to familiarize themselves with the newest legal mandates and adjustments set to shape the way they operate, hire, and