With the 2020 election still undecided the results are on everyone’s mind, what can and should California employers do in regarding to political discussions in the workplace? In this Friday’s Five, Mike Thompson joins me for a discussion on some of the best practices and potential pitfalls for California employers.
As 2020 ends, this Friday’s Five focuses on five steps employers can take now to prepare for 2021:
1. Update employee handbooks to comply with SB 1383 – California Family Rights Act (CFRA) now applies to employers with 5 or more employees.
There has been overhaul of the California Family Rights Act (CFRA) which will
The City of San Diego announced on September 28, 2020, that the City’s minimum wage will increase to $14 per hour on January 1, 2021. This in an increase from the minimum wage of $13 per hour applicable in 2020. The City of San Diego’s Earned Sick Leave and Minimum Wage Ordinance, San Diego
Why should you attend my firm’s webinar, “New Employment Laws Facing California Employers in 2021” taking place next Friday, October 2, 2020? Here are five reasons:
The Golden State continues to be submerged in a rather bizarre reality. State and local government officials continue to juggle between safety and health concerns in one hand, and economic turmoil on the other. With no concise timeline as to when will business may go back to “normal” operations, employers must continue to comply with
As August comes to a close there are major developments for California employers. Of primary note, the Governor set forth a new four-tiered system plan for businesses to reopen, which becomes effective on Monday, August 31, 2020. There was additional DOL guidance issued this week regarding the FFCRA and paid leave once schools reopen, a
Hope you have been able to enjoy the summer, even during the pandemic. As many employees take (or consider taking) 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:
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