Just two days before it was slated to take effect, California’s controversial new law on mandatory arbitration agreements is in legal limbo. AB 51, signed by the Governor in October, would make it an unlawful employment practice for an employer to require employees or applicants to “waive any right, forum, or procedure
As 2019 comes to an end, it is a great time to audit employment policies and practices. The next series of posts will be a review of a few practices California employers should review on a periodic basis. Obviously, it is important to work with a qualified attorney to ensure compliance, but I wanted to
Being named as a defendant in a class action or Private Attorneys General Act (PAGA) lawsuit can be overwhelming, especially for a growing company. However, with planning, a company can minimize the impact of litigation on its existing operations and put forth the best defense. Here are five steps a company can take as part
With new legal requirements facing California employers by January 1, 2020, this Friday’s Five focuses on five initial steps that employers can begin implementing now:
1. Minimum Wage and Exempt Employees Salary Threshold: Adjust pay levels for increasing minimum wage and ensure exempt employees are paid minimum threshold salaries to qualify as exempt.
California has finalized all new employment laws for 2020. Most of the new employment laws are are effective on January 1, 2020. In my prior post I wrote about a few of the new laws (click here to view), but now that the legislative year is closed, I wanted to cover five additional
With the start of 2019, it is a great time to audit employment policies and practices. The next series of posts will be a review of a few practices California employers should review on a periodic basis. The posts will cover the following topics: the hiring process, employment records (what should be kept and for
[Update: AB 3080 was vetoed by the Governor on September 30, 2018, and will not become law. Click here to see other bills that were approved by the Governor and will become law for California employers in 2019.]
California legislature passed AB 3080 which prohibits employers from entering into arbitration agreements with employees and
The hot weather facing southern California has also brought a flurry of developments for California employers. The beginning of July 2018 has been busy, and there is a lot of new developments potentially impacting California employers. This Friday’s Five focuses on current topics facing California employers this past week:
1. California’s new data privacy law.
With the U.S. Supreme Court’s decision in Epic Systems Corp. v. Lewis this week, I thought it would be a good time to review the pros and cons of arbitration agreements in the workplace. This this Friday’s Five is a video in which I cover five things you want to know about arbitration agreements, but
The U.S. Supreme Court ruled today in Epic Systems Corp. v. Lewis, that employment arbitration agreements that bar class actions are enforceable. The vote was 5 to 4 in upholding the use of arbitration agreements in the workplace.
The plaintiff in the case argued that employees could not waive their rights in an agreement