[Updated to reflect the new EEOC EEO-1 deadline of August 23, 2021]
California employers must continue to be ever vigilant about their obligations as we enter into the summer. Here are five key dates California employers must be aware of during June and July 2021:
1. Cal/OSHA revised COVID-19 Prevention Emergency Temporary Standards likely to
In November of 2020, Cal/OSHA came out with the COVID-19 Emergency Temporary Standards (ETS), which we covered here. The ETS provided guidance to employers in regard to developing workplace safety policies in response to the COVID-19 pandemic and required employers to draft written COVID-19 Prevention Programs. Since then, the ETS has been updated to
With the increased interest in cryptocurrencies, like Bitcoin and Ethereum, the employment lawyer in me started thinking about whether it would be legal for employers to pay employees in cryptocurrency. NFL player Sean Culkin was already one-step ahead of me, and last month said he may want his $920,000 salary from the Kansas City Chiefs
These five golden rules, if followed by employers, help prevent employment lawsuits, and in the event of litigation can lower the litigation exposure. Employers cannot control who may file a case against them, but the following items are in their control, and can go a long way to reducing litigation exposure:
1. Must have excellent
Mediation is one of the aspects of litigation that can be confusing for parties in a lawsuit, but there are few rules to understand about the process that can make it a lot less daunting. Mediation is a non-binding meeting where the parties in a lawsuit hire an independent mediator (a retired judge or lawyer)
In this video, I breakdown New York Governor Andrew Cuomo’s apology statement from the perspective of a California employment attorney and cover the five lessons employers should learn from this incident:
1. Duty to investigate complaints.
California Government Code section 12940(j) provides that it is “unlawful if the entity, or its agents or supervisors,
As February ends, there are many developments on the employment legal front. Here are five prevalent employment issues for California and across the U.S.:
1. California Supreme Court holds employers may not round time entries for meal periods.
On February 25, 2021, the California Supreme Court held that employers may not engage in time rounding
Employers need to remember these five key rules for documenting and providing feedback on employee performance:
1. For at-will employees, there is no legal obligation for employers to provide three warnings to employees prior to a termination.
Some employers have the misconception that employees must be given three warnings prior to being terminated. This is
Under California law, employers have a duty to investigate misconduct and take remedial action to prevent further discrimination or harassment from occurring in workplace. See Gov. Code section 12940 (j)(1)(k). This Friday’s Five lists five action items employers should utilize when conducting workplace investigations:
1. Selecting the investigator
Employers should take time to train an
California law requires employers to provide certain documents to employees. Here are five documents California employers should consider in developing an end of employment packet:
1. Notice to Employee as to Change in Relationship (required under California Unemployment Insurance Code 1089)
As the EDD explains:
Written notice must be given immediately to employees of their