As the holiday season approaches, it’s a great time for employers to revisit their responsibilities when it comes to accommodating holiday leave requests and ensuring proper pay practices. Last week, we discussed important vacation considerations for employers during the holiday season. This week, we are sharing five key reminders about holiday-related policies for California
As employees begin planning for winter vacations and time off to celebrate, it’s a good opportunity for California employers to review the state’s unique rules regarding vacation policies. To help navigate these complexities, this Friday’s Five highlights five critical vacation policy issues that can create challenges for California employers during the holidays:
1. “Use-it-or-lose-it” policies
When interviewing potential employees, California employers must navigate a complex landscape to ensure their practices are compliant and effective. Here are five essential practices to consider:
California law restricts employers from asking certain questions during interviews that could be seen as discriminatory. Employers must refrain from asking about
By Yaron Tilles
Under California law, non-exempt employees are entitled to one unpaid 30-minute meal period and two paid 10-minute rest breaks during a typical 8-hour shift. However, California’s meal and rest break rules (“MRB rules”) do not apply to interstate truck drivers.
If you’re asking yourself why truck drivers do not get the benefits of
With the return of Donald Trump to the presidency, California employers should evaluate how key workplace issues could be influenced under a Trump administration. Here’s an analysis of how these critical areas may be affected:
1. Immigration and Enforcement
Under a Trump administration, there could be an intensified focus on immigration enforcement. This might include
As the November 5, 2024 election approaches, political discussions in the workplace may become a hot topic, and California employers are considering how best to regulate this sensitive issue. The goal is often to maintain a professional environment without violating employees’ rights. Recently, Elon Musk has taken a public stance by backing two high-profile cases
As an employer in California, understanding the non-negotiable rights granted to employees by state law is essential. California’s employment regulations are among the nation’s most detailed and comprehensive. Below are five key employment rights that employers must respect, as they cannot be waived by any agreement:
A well-structured process for onboarding new employees is a common practice, but equally important—and often overlooked—is having a clear procedure for when employees leave the company. Ensuring that all company property is returned, providing any required documentation, and taking steps to mitigate potential legal risks are crucial when an employee departs. Here are five key
While California law does not require employers to offer severance pay, providing it in exchange for a release of claims can be a strategic move to avoid future litigation when parting ways with employees. For at-will employees, where no contract mandates severance, an employer may still benefit from offering a severance package in specific situations
The service industry in California constantly grapples with the complexities surrounding tips, tip pooling, and mandatory service charges. Recently, on August 23, 2024, a federal appeals court blocked the Department of Labor’s (DOL) controversial 80/20/30 rule in Restaurant Law Center, Texas Restaurant Association v. United State Dept. of Labor. This rule, which created significant