Understandably, entrepreneurs’ main concerns are shipping great products and making sure they can meet the next payroll. As your company grows, regardless of what industry you are in, tech, biotech, or a restaurant, it is critical that the founder devote some time and effort into ensuring employment law compliance. Investors will demand this during the
I was fortunate to speak on a panel earlier this week on the “State of the Union: Exploring 2019 Labor Challenges” at the Financial Leadership Exchange for foodservice CFO’s and financial executives in Sun Valley, ID. As part of the exchange, and the panel I was on, there were a few overriding issues that were
I was honored to moderate a panel discussion on best practices for employers to manage their workforces. On the panel was Andrea Borgen, owner of Barcito, Edith Quintero, West Cost People & Development for Soho House & Co., and Jamie Boalbey, Director of Operations for Pitfire Pizza. While the discussion had a
California law generally holds that an employer may not pass the ordinary costs of doing business on to employees. However, this general rule has a multitude of nuances once one examines all the different costs that arise in the employment context and the various Labor Code and Wage Order provisions that apply. This article addresses
Here are five employment law and non-employment law issues that had my attention this week:
1. Will the future workforce be paid daily?
The Wall Street Journal’s article, “The Wait for Payday Doesn’t Have to Be So Long” raises some interesting issues about efforts to lower the time it takes for employees to
Hope you are enjoying the summer so far. As many employees take vacation during August, employers in California must be aware of unique rules that apply to vacation time. This Friday’s Five reviews five issues on vacation policies that can create traps for employers operating in California:
1. No use-it-or-lose-it policies permitted.
Under California law,
Mediation is one of the aspects of litigation that can be confusing for parties in a lawsuit, but there are few ground 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 third party (a retired judge
California’s Paid Sick Leave law, the Healthy Workplaces, Healthy Families Act of 2014, became effective on January 1, 2015. While employer have been subject to the law for over four years, there are still some questions that employers have about their obligations. Below are five questions that are still routinely asked by employers.
1. Can
There are a lot of California employment law developments at the mid-point of 2019. Below are five recent videos from our YouTube Channel discussing these new developments. Subscribe to our YouTube Channel to keep current.
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Happy Friday. Here is a refresher post for today’s Friday’s Five about some requirements about 10-minute rest breaks required for non-exempt employees:
1. Timing of rest breaks
The 10-minute rest break must be provided to employees who work over three and a half hours. Employers must authorize and permit employees to take 10-minute rest breaks