California employers are required to provide non-exempt employees with certain information upon hire as required by the Wage Theft Protection Act. The law became effective in 2012 and is codified at Labor Code section 2810.5. Many employers use the Labor Commissioner’s template (embedded below) to meet their legal requirement, and will pre-populate the items in
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
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 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