Happy New Year! As 2022 is almost over, for our last post of the year, we have compiled the most popular articles, podcasts, and videos we shared with you in 2022. Here is our most popular content from 2022:
1. Most Popular LinkedIn Post: The Fast Recovery Act
The Fast Food Accountability and Standards Recovery
On November 22, 2022, the City of Los Angeles passed the Los Angeles Fair Work Week Ordinance (“LAFWW”) proposing to regulate retail businesses with employees working in the City. The LAFWW states that there are over 140,000 workers in the retail sector in the “Los Angeles economy.” The ordinance sets out that “unpredictability of work
In Limon v. Circle K Stores, Inc., the Fifth Appellate District court issued a favorable ruling for California employers regarding the Federal Credit Reporting Act (FCRA) and employer background checks. The appellate court held that a former employee for Circle K, Ernesto Limon, could not pursue a proposed class action against Circle K for
Happy Thanksgiving! I hope you are able to spend some time with family this Thanksgiving. 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
Here are five considerations that should be on the top of every employer’s mind in California during the hiring process in 2023:
1. Does the manager posting job ads understand which pay transparency disclosures are required?
Starting January 1, 2023, employers with 15 or more employees are required to include the pay scale for the
Let’s face it, California employers need to have a great working relationship with an employment lawyer. Even if the employer has never been sued, an experienced employment lawyer is key in preventing litigation. Below are five recommendations about what to look for when hiring an employment attorney, and when an attorney should be engaged (hint:
The process of separating an employee from a company must be clearly set out and planned in advance. We recommend developing a separation checklist so that all of the company’s policies are followed, as well as any applicable laws that pertain to the employer and their industry. This article provides five issues employers should consider
Quiet quitting has been in the news recently to describe a trend by employees to only do the bare minimum at work. Some have described it as setting boundaries and not doing work beyond what you were hired to do, and for what you are being paid for.
The most common question I’ve been getting
As employers and employees adapt to the new realities of working from home on a permanent or modified basis, employers need to be aware of the employment law issues that arise with such arrangements. This Friday’s Five covers five items employers should review for employees working from home:
1. Confidentiality and security.
Employers are able
Employers have the burden to record and maintain accurate time records under California law. If the employer knows employees are not properly recording their time, the employer needs to enforce a policy to have employees accurately record their time, even if it requires disciplinary action. In addition, employers need to review their time records to