Best Practices For California Employers

As California’s April 1, 2022 pay data reporting deadline approaches, we are dealing with many questions about when remote employees, teleworking employees, and traveling employees must be included in the report.  A private employer (any employer that is not a government employer) is required to file a pay data report to the Department of Fair

Employers considering implementing noncompetition and nonsolicitation agreements for their California workforce must understand the differences in these agreements, and California’s public policy against restraints against an employee’s ability to work in their profession or trade.  This Friday’s Five covers the top five issues employers must know about noncompetition and nonsolicitation agreements in California.

1. Noncompetition

As we begin March, there are many developments for California employers on the legal front.  Here are five issues that should catch employer’s attention this week (and will likely have impacts on California employers for the rest of the year):

1. Does California’s Private Attorneys General Act (PAGA) Survive 2022?

PAGA was designed by the

This Friday’s Five focuses on five California employment related news items that got my attention this week:

1. California considering reinstating COVID paid sick leave in 2022.

As California’s supplemental paid sick leave expired in September 2021, and Governor Newsom decided not to extend it by executive order.  Now there are discussions of bringing COVID

Merry Christmas!  With the end of the year, it is a perfect time for companies to conduct a California employment law practices audit to ensure that policies are compliant, managers are properly trained, and the company is maintaining the required records for the necessary length of time.  Here are five topics to review in conducting

AB 331 known as the “Silenced No More Act,” was approved by the Governor on October 7, 2021, and its provisions applies to employment agreements, such as severance agreements, settlements agreements, or a release of claims.  Here are five items employers should understand about AB 331:

1. When does AB 331 take effect?

AB 331

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

Labor Code section 226 requires that employers provide to employees semimonthly or at the time of each payment of wages, either as a detachable part of the check, or separately if wages are paid by personal check or cash, accurate itemized statements in writing.  The Labor Code refers to these documents as “itemized statements”, but