Happy Thanksgiving! I hope everyone is getting some time to relax and enjoy some time with their families (and eat some great food). Entering 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 holiday leaves. This Friday’s Five covers
Being named as a defendant in a class action or Private Attorneys General Act (PAGA) lawsuit can be overwhelming, especially for a growing company. However, with planning, a company can minimize the impact of litigation on its existing operations and put forth the best defense. Here are five steps a company can take as part
How to conduct a termination is not covered in management class, or any class for that reason. Yet the termination process is one of the more common business decisions that will receive the most scrutiny and is likely the most legally challenged decisions in the workplace. In addition, terminations trigger immediate legal obligations that the
With new legal requirements facing California employers by January 1, 2020, this Friday’s Five focuses on five initial steps that employers can begin implementing now:
1. Minimum Wage and Exempt Employees Salary Threshold: Adjust pay levels for increasing minimum wage and ensure exempt employees are paid minimum threshold salaries to qualify as exempt.
Fires are again affecting California and Los Angeles. As of this morning, October 25, 2019, 50,000 people have been evacuated in northern Los Angeles County due to the Tick fire. Given the evacuations and electrical grid shutdowns by Pacific Gas & Electric to prevent power lines from starting fires, employers need to understand their obligations
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