In this Friday’s Five post, I discuss five items that SoCal employers should review to ensure compliance with the minimum wage and paid sick leave increases in many cities and counties that took effect on July 1, 2016 or soon thereafter.
Los Angeles area employers: checklist to comply with July 1 minimum wage and paid sick leave laws
Next week Los Angeles employers need to comply with new minimum wage and paid sick leave requirements. I have written about the new laws a lot recently, but wanted to provide five items in today’s Friday’s Five to review in ensuring your company is ready for the new laws for next week’s deadlines:
- Understand
Los Angeles County minimum wage ordinance – traps for employers
Following the City of Los Angeles, the County of Los Angeles implemented a new minimum wage increase for all unincorporated cities within Los Angeles County. The minimum wage law follows the City’s requirements, but there are a few areas where the County differs, which can be a trap for employers:
1) County of Los Angeles
Department of Labor issues overtime rule changes
On May 18, 2016 the Department of Labor issued long awaited changes to the Federal rules setting forth the requirements for employees to qualify as exempt under the white collar exemptions. Exempt employees are “exempt” from some labor laws governing employees, such as overtime pay. Exempt employees are designated as such because they are
Five action items employers can take pending the DOL changes in exempt classifications
In 2015 the Department of Labor (DOL) proposed increasing the salary employees must receive in order to be classified as exempt. The DOL finalized the rules and the changes are pending before the White House’s Office of Management and Budget. If approved, it is likely that the final rules would take effect late summer
Only four months into 2016, new regulations require review of policies
Yes, it is only April, but even if employers updated their handbooks at the beginning of 2016, they should take another look at the handbooks to ensure they comply with new regulations issued by California’s Fair Employment and Housing Council. The new regulations under the Fair Employment and Housing Act are effective April 1,
EEOC’s proposal to require additional information about employee’s race, gender, ethnicity and wages, five key issues to understand
Happy Friday. Big data has entered into the employment context. The EEOC is proposing changing the EEO-1 report to require employers to report about an employee’s earnings based on their race, gender and ethnicity. Here are five things employers should know about the EEOC’s proposal:
1. Proposal to add wage data about employees to EEO-1
Friday’s Five: 2016 will be the year of joint employer liability – is your company ready?
2016 will be a year in which joint employer liability will be a major issue for employers. Why am I making this prediction? First, the NLRB has refocused attention to this issue in hopes of expanding the number of employers that can be found jointly liable. Second, the Department of Labor issued an Administrative Interpretation
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