Employers need to understand their rights and obligations when they receive notice of a complaint through the Labor Commissioner. The process can seem daunting, but with a little preparation it can be managed effectively. This Friday’s Five post sets out a brief explanation of the five steps that most Labor Commissioner proceedings follow:
Step one:
Employee terminations and resignations must be planned for in advance to avoid common pitfalls for California employers. I’ve recently written about go-to hiring practices for employers, so I thought it would be appropriate to follow that post up with this list of go-to termination practices. This Friday’s Five focuses on critical management and legal
Makeup time is one of the rare occurrences under California law that employees have flexibility to adjust their work schedule to accommodate for important life events that come up from time to time. Makeup time allows employees to take time off and then make it up later in the same workweek, without triggering the obligation
My firm is hosting a seminar for business owners, in-house counsel, human resource professionals, and managers to learn about and how to implement best practices at the start of 2018. Plus, get to see the newly renovated Proud Bird and enjoy some light food and drinks during the mixer.
Our attorneys will be speaking about:
The hiring process cannot be underestimate, both from a managerial and legal perspective. This Friday’s Five focuses on critical management and legal considerations for employers during the hiring process:
1. Ignore the applicant’s resume during the interview.
Nolan Bushnell, the inventor of Atari and Chuck E. Cheese, and the first person to hire Steve Jobs,
California employment law is a mind field that carries huge exposure for employers not proactively monitoring legal developments and potential legal issues. There are some statements employers in California should never make, and this Friday’s Five reviews misaligned statements that can create significant liability for an employer.
1. My company has employment practices liability insurance
Plaintiff Ketryn Cornell began working part-time for the Berkeley Tennis Club as a lifeguard and pool manager in 1997, while attending college at UC Berkeley. She was employed as a night manager and continued to work at the Club after graduating from college in 2001. In 2011, she took on additional duties and began working
California’s Immigrant Worker Protection Act became effective January 1, 2018. The law, set forth in AB 450, requires, among other items, employers to verify that immigration officials have a judicial warrant or subpoena prior to entering the workplace and for employers to provide notice to employees if there has been a request to review the
Effective January 1, 2018 California employers can no longer ask an applicant for employment to disclose information about criminal convictions. The new law (added as Section 12952 to the Government Code) applies to employers with 5 or more employees. Once an offer of employment has been made, employers can conduct criminal history background checks, but
California’s state minimum wage increased for California’s employers on January 1, 2018. California’s minimum wage law provides for two different rates based on the size of the employer, and the minimum wage increases are reflected in this chart:
| Date | Minimum Wage for Employers with 25 Employees or Less | Minimum Wage for Employers with 26 Employees |