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
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
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
I can hear the questions already, just five new laws taking effect on January 1, 2016? No, there are many more, as I have previously written about, but here are five additional new laws employers need to understand going into 2016.
1. Family members of whistleblower are granted protections and some employers are excluded
Jillian Sanzone worked for Three D, LLD, d/b/a Triple Play Sports Bar and Grille, as a waitress and bartender and Vincent Spinella worked as a cook. The employees realized that they owed more money in State income taxes than expected and complained to the employer. Sanzone, Spinella, and another former employee, Jamie LaFrance, began posting
It may not be a topic on the minds of many business owners, human resource managers, or in-house counsel, but developing an effective relationship and engaging employment law counsel is essential in saving the company money and avoiding litigation. This Friday’s Five is a video in which I discuss five ways companies should be engaging
With more employers moving to digital personnel files, there is some concern about whether certain documents can be stored electronically or if the original document is necessary. Generally, with the passage of the Electronic Signatures in Global and National Commerce Act (ESIGN) and the Uniform Electronic Transactions Act (UETA) by most states, e-signatures are given
In July 2015, Governor Brown signed legislation designed to overturn the decision in Rope v. Auto-Chlor 
System of Washington Inc. The case involved an employee who was asking his employer for an accommodation to take a future leave of absence in order to donate a kidney to his sister. As discussed below, the case raises
This Friday’s Five discusses five issues California employers should remember about whether they may require credit checks from applicants or employees. And if employers can obtain the information, what additional considerations they should take into account when using this information for employment decisions and privacy concerns.
1. Credit checks are different than background checks.
Since
Speaking with some clients, I sense their overwhelming confusion in setting up employment 
policies in California. While it can be a daunting task, I remind them that the key is to approach it in a systematic process, and once the system is in place, compliance can be very easy. While there are many issues employers