Best Practices For California Employers

Effective January 1, 2015, Labor Code section 2810.3 expanded California employer’s liability beyond its own employees, and made certain employers jointly liable for wage and hour violations committed by “labor contractors,” such as staffing agencies.  Here are five items California employers must understand about this joint employer liability:

1. Labor Code section 2810.3.

Effective January

This Friday’s Five highlights five recent recordings of common questions we are hearing from California businesses during the last few weeks of June 2020.

1. Coronavirus Reasonable Accommodation Requests

ZLG partner, Anne McWilliams, gives an overview of employees who may qualify for certain accommodation requests during the coronavirus pandemic. Anthony Zaller follows with a discussion

[06/26/20 UPDATE: Not so fast Bay Area!  Given the current conditions due to coronavirus, Hayward’s and San Carlos’ city councils voted to delay the local minimum wage increase, which was previously scheduled for July 1, 2020.  Now, the increase in the cities’ minimum wage will align with that of the state, at least

Even during a worldwide pandemic, an employer’s legal requirements and obligations under anti-discrimination, harassment, and retaliation statutes remain in full effect.  Even though this may not be at the top of a business’ list, and given the phased reopening of the economy, employers should take the time to audit their internal policies and processes to

A California appellate opinion issued yesterday offers a fact pattern and jury verdict familiar to employment counsel: A longtime employee resists a proposed change pushed by his new boss, citing an anxiety disorder; the new boss finds the claimed anxiety a dubious excuse; the boss learns the employee has been moonlighting and potentially using company

The Families First Coronavirus Response Act was passed by the Senate and signed by President Trump on March 19, 2020.  The Act provides for two paid leaves that employers across the United States must provide to employees in response to the coronavirus epidemic.  The Act is effective in 15 days and applies to employers with

Updated March 22, 2019

In response to the coronavirus, many cities throughout California are issuing emergency orders and placing temporary restrictions on certain business, such as restaurants, bars, movie theaters, bowling alleys, arcades, and gyms.  Los Angeles City has issued an order to temporary close these type of establishments until March 31, 2020.  If

OSHA published “Guidance on Preparing Workplaces for COVID-19” to help companies respond to coronavirus in the workplace.  The resources can be downloaded here: https://www.osha.gov/Publications/OSHA3990.pdf

It is a great resource to help employers with planning for steps to take over the next few weeks.

OSHA recommends employers take infection prevention measures, which include:

Develop, Implement, and

Attorneys from our firm gathered for this Q&A on Friday, March 13, 2020 to discuss common questions facing California employers with the coronavirus epidemic.  We discuss the following topics:

  • Providing time off for employees due to school closures
  • Dealing with employee’s requests not to work
  • Masks in the workplace
  • Screening employees
  • WARN issues for mass