Employers need to prepare and plan on how to defend claims brought before the California Labor Commissioner. With some planning, the process is a lot less daunting. Here are five issues employers must understand in defending Labor Commissioner claims:
1. Understanding the claims made by the employee.
Employers usually become aware of a complaint to
Arbitration agreements are an increasingly popular way for employers to manage employment disputes effectively and efficiently. A common provision in arbitration agreements is a class action waiver, wherein the parties agree to resolve any dispute on an individual basis. Any employer who has faced a wage and hour class action understands how complex and expensive
Effective January 1, 2015, Labor Code section 2810.3 expanded California employer’s liability beyond its own employees, and made certain employers jointly liable for wage and hour violations committed by “labor contractors,” such as staffing agencies. Here are five items California employers must understand about this joint employer liability:
1. Labor Code section 2810.3.
Effective January
This Friday’s Five highlights five recent recordings of common questions we are hearing from California businesses during the last few weeks of June 2020.
1. Coronavirus Reasonable Accommodation Requests
ZLG partner, Anne McWilliams, gives an overview of employees who may qualify for certain accommodation requests during the coronavirus pandemic. Anthony Zaller follows with a discussion
Even during a worldwide pandemic, an employer’s legal requirements and obligations under anti-discrimination, harassment, and retaliation statutes remain in full effect. Even though this may not be at the top of a business’ list, and given the phased reopening of the economy, employers should take the time to audit their internal policies and processes to
A California appellate opinion issued yesterday offers a fact pattern and jury verdict familiar to employment counsel: A longtime employee resists a proposed change pushed by his new boss, citing an anxiety disorder; the new boss finds the claimed anxiety a dubious excuse; the boss learns the employee has been moonlighting and potentially using company
The Families First Coronavirus Response Act was passed by the Senate and signed by President Trump on March 19, 2020. The Act provides for two paid leaves that employers across the United States must provide to employees in response to the coronavirus epidemic. The Act is effective in 15 days and applies to employers with
Updated March 22, 2019
In response to the coronavirus, many cities throughout California are issuing emergency orders and placing temporary restrictions on certain business, such as restaurants, bars, movie theaters, bowling alleys, arcades, and gyms. Los Angeles City has issued an order to temporary close these type of establishments until March 31, 2020. If
On March 15, 2020, Governor Newsom called upon all bars, wineries, nightclubs, brewery tap rooms and other alcohol related venues to close. While the order is not legally enforceable, employers in the state need to decide if they are going to close, and plan for potential closures in the near future. California employers need