California employers cannot forget about detailed employment provisions such as reporting time pay. Given the natural disasters facing California recently, I was interviewed on public radio about employer’s obligations during times of emergencies and natural disasters. So I thought this Friday’s Five would be a good reminder about when employers need to pay reporting time
AB 168 was approved by Governor Brown on October 12, 2017 which prohibits employers from seeking or taking into consideration an applicant’s prior compensation and benefits when determining whether to hire the applicant, and in setting the applicant’s compensation and benefits. The new law creates Labor Code section 432.3. This Friday’s Five covers five issues
In addition to the “sanctuary state” legislation signed into law by Governor Brown yesterday, the Governor also signed AB 450 into law. The law is effective January 1, 2018, and requires, among other items, employers to verify that immigration officials have a judicial warrant or subpoena prior to entering the workplace and for employers
Happy Friday. Through my defense of wage claims this year, I found that employers need to establish and periodically review issues pertaining to employees’ timekeeping. This Friday’s Five is a list of the top five timekeeping issues that employers should routinely audit:
1. Establish and communicate a time keeping policy
Employers should establish and regularly
This Friday’s Five sets out five resources that are free for California employers that are published by the state of California. Employers need to understand that while these publications are made available by the state of California, the agencies publishing the resources are only expressing their opinion about the current status of the law, but
California’s state legislature is nearing the end of its term, and employers are beginning to glimpse some of the laws that could apply in 2018. There are multiple proposed bills that prohibits employers’ ability to rely upon or seek information about applicant’s previous wages to set the employee’s pay. This Friday’s Five reviews the current
While the information posted on the Internet on social networking sites is usually public for everyone to see, employers need to be aware of potential claims for using this information in the employment context. The law, as usual, cannot keep up with the fast-moving technology and change social media sites, so there are many uncertainties
I spoke at the Western Foodservice & Hospitality Expo last week regarding marijuana in the workplace and employer’s right to test for and prohibit the use of marijuana. While employers generally still have the right to test employees for and prohibit marijuana in the workplace, employee’s still have privacy interests that employers need to
Employee document storage and retention policies: it is not cutting edge legal theory or management philosophy, but companies that think about and actively develop a plan will save large amounts of money. The costs savings will come from being able to better defend litigation because the key documents were maintained, and it will come in
Two cases decided in the last two months have further clarified the scope of discovery and plaintiff’s ability to pursue damages in addition to individual damages under California’s Private Attorneys General Act (PAGA). The holdings are a bit of a mixed bag for employers, but they offer some clarification into PAGA. This Friday’s Five is