I’ve been fielding a lot of questions from clients about California’s paid sick leave at the beginning of 
2016. There has been a lot of confusion about accrual rates and tracking paid sick leave for employees, and if the employee’s paid sick leave accrual re-sets at the beginning of the calendar year. This week’s Friday’s
Five action items to start 2016 off right
I cannot believe it is already Friday, and one week done in 2016. This Friday’s Five focuses on a few action items for employers can use to start a review of their employment policies for 2016.
1. Ensure the new hire packets contain all required information for employees.
If employers do not have a standard
Five videos all California employers should watch for 2016
Happy New Year! This Friday’s Five consists of five new video’s taken from a recent presentation I conducted on new employment laws facing California employers in 2016. Wishing everyone the best in 2016.
2016 Update: California’s new equal pay protections:
2016 Update: Meal and rest break considerations:
2016 Update: Minimum wage increases state
Five holiday considerations for California employers
Merry Christmas and Happy Holidays! I have been enjoying the excellent skiing in the Eastern Sierras (California’s snow pack is looking great this year). So this 
week’s Friday’s Five article is a bit shorter, but I wanted to address five issues that the holidays create in regards to wage and hour issues in California:
1.
Friday’s Five: Five employment law areas to review for 2016
As we approach the close of 2015, employers should take the time to review their employment law policies and practices. I’m often asked where should the process start? Here are five areas employers can focus on to start the audit process:
1. Employee handbooks
Employers need to ensure their policies are up to date, and
Five things to know about the salary basis test
To qualify as an exempt employee, an employee must be “primarily engaged in the duties that meet the test of the exemption” and “earns a monthly salary equivalent to no less than two times the state minimum wage for full-time employment.” Labor Code section 515. This forms the two part test the employees must meet
Five immutable laws of California employment law
1. It does not matter if you are a start-up, mom and pop business, or a fortune 500 company, employment laws cannot be ignored.
While different laws do apply to larger employers, for the most part, every employer has to comply with roughly the same laws in California. California’s paid sick leave requirement that took
Friday’s Five: Five statistics from the EEOC that should get employer’s attention
The EEOC recently disclosed its fiscal year 2015 performance report. The report is a good reminder to employers of the issues that they may likely face EEOC scrutiny. Here are five key statistics employers should pay attention to:
1. EEOC obtained more than $525 million in discrimination suits.
Of this amount, the parties settled disputes
Friday’s Five: Five Employment Law Considerations For 2016
Today’s Friday’s Five is a short video about five employment law considerations employers should review at the end of 2015. As mentioned in the video, I will be conducting a webinar on December 2, 2015 for employers to understand and comply with new employment laws taking effect in 2016. I will also discuss new
Friday’s Five? The eleven factor test to determine if training time is compensable under California law
Employers that utilize interns, or who provide training to individuals that may lead to employment run the risk of having these individuals qualify as an employee, which would require the employer to comply with Labor Code requirements such as minimum wage, meal and rest breaks, and overtime pay. The analysis is very difficult, and fact