Hiring new employees? For the next job o
ffer, instead of relying on the old job offer letter you have a lawyer review in the 1990’s, it is recommended to review the offer letter to ensure it is up to date with current law. While some of the items discussed below are not necessarily new
July 1 is here: Is your company compliant with California’s paid sick leave requirements?
July 1 is here – the deadline for California employers to begin offering up to three days or 24 hours of paid sick leave. Here is a short three-minute video from a recent presentation I conducted discussing some common questions about California’s Paid Sick Leave law:
- Do employees receive 24 hours or 3 days of
Paid sick leave compliance by July 1, 2015: steps to consider now
If they have not already done so, employers need to start planning and putting a plan into action in order to ensure full 
compliance by the July 1, 2015 compliance deadline set by California’s Healthy Workplaces, Healthy Families Act. As I’ve set forth before, many deadlines for the Healthy Workplace Healthy Family Act have already
California’s paid sick leave: How to calculate pay for part-time employees, alternative work schedules and employees who receive fluctuating pay
As the July 1 deadline for employees to begin accruing paid sick leave, employers are wrestling with some of the ambiguities
created by the law. The legislation left many unanswered questions for employers to grapple with. Some of the more common questions employers have had deal with how to calculate the accrual rate for part-time
Five statutes that can shift attorney’s fees to employers
You may recall from your college business law class of the “American rule” regarding attorney’s 
fees: generally in the United States each side is responsible to their own attorney’s fees, and unlike other countries, the loser does not have to pay the other party’s attorney’s fees. Employers can basically ignore this general rule
Five legal concepts every California employer needs to understand
You’ve set up a successful company and begin hiring employees. To be a successful operator in California, a company’s management needs to be familiar with the critical legal concepts in order to successfully navigate California’s complex employment laws. You never wanted to go to law school, but time to hit the, ahem, books (or the
Five things every employer with IT workers must understand about the computer professional exemption under California law
Recently I published a list of common exemptions under California law. This list of exemptions did not 
delve into the details of each exemption in detail, so I will be returning to a few of the exemptions to add more explanation about each exempt classification. I’m currently reading Paul Graham’s Hackers and Painters, Big
Five best practices for hiring in California
1. CEOs and founders need to be involved in the hiring process.
This is simply something too important for a company to leave to other people. Sam Altman, of Y Combinator, wrote:
The vast majority of founders don’t spend nearly enough time hiring. After you figure out your vision and get product-market fit,
5 common questions about class actions every employer should understand
1. What is a class action?
To understand what a class action is, it is better to start with the basic individual litigation concept. Normally, parties bring their own disputes to court and litigate the case against the other parties who have been officially designated a parties and served with process and understand that they
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