California’s Department of Finance provided a letter to Governor Newsom as required under Labor Code section 1182.12 to reflect the adjustment in the state minimum wage each year. The Department announced that California’s minimum wage will increase by 3.5% to $16.00 per hour for all employers as of January 1, 2024. This Friday’s five reviews how
This week’s Friday’s Five: a curated collection of must-watch videos on our YouTube channel for all California employers. Stay informed and discover the valuable insights you need to navigate the intricacies of the state’s employment landscape:
1. Exempt or non-exempt?
2. Meal and rest break basics
3. Culture fit happens in hiring
Happy holidays! As the year comes to an end, I wanted to share five of the most popular articles, podcasts, and videos we created in 2019. I hope followers found our content helpful in 2019, and, as always, if you have any suggestions for topics or areas to discuss in 2020, please let us know.
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.
Understandably, entrepreneurs’ main concerns are shipping great products and making sure they can meet the next payroll. As your company grows, regardless of what industry you are in, tech, biotech, or a restaurant, it is critical that the founder devote some time and effort into ensuring employment law compliance. Investors will demand this during the
To qualify as an exempt employee, California requires that 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
In a recent decision, Ramirez v. ISB Mehta Corp., a restaurant successfully defended a lawsuit filed by a former manager claiming that he was misclassified as an exempt employee. While the case is not officially published, it provides a few good lessons for restaurant operators’ classification of their employees. This Friday’s Five focuses on
What a week – and here we are at Friday already. This Friday’s Five focuses on how President Trump could change the employment landscape on the federal and California levels.
1. Department of Labor’s overtime regulations effective December 1, 2016 are still on course to take effect, but could be changed in 2017.
As I’ve
Welcome to Friday’s Five! Here are five video excepts from a presentation I conducted in September 2016 to a group of restaurateurs:
Please let
This week’s Friday’s Five covers five misconceptions about California employment law that can land employers in a lot of hot water:
The topic for the uneducated (or out of state) employer does seem trivial. However, with the penalty owed to employees of one hour of pay for each