The California Supreme Court’s decision in Naranjo v. Spectrum Security Services, Inc. represents a significant win for employers across the state, providing much-needed clarity on wage statement requirements and the categorization of premium pay for missed breaks. While this ruling alleviates some of the complexities surrounding California’s stringent labor laws, it also serves as a
Do employers need to have a computerized timekeeping system to comply with their requirements under California law? Surprisingly (or maybe not so – depending on your views on how slow the law is in adapting to technological advances), the Labor Code does not address this issue right on point. Yet, there are some governing principles
As we end May 2022 and break for Memorial Day weekend, there were some major case develops within the last week for California employers. Here are five key highlights California employers need to know about:
1. Naranjo v. Spectrum Security Services, Inc. – Penalties just increased for non-compliant meal and rest breaks.
This week, the
Do employers need to have a computerized timekeeping system to comply with their requirements under California law? With technological advances, it is hard to remember that just 10 years ago these questions were on top of everyone’s mind, but today it is sometimes assumed that it must be legal to keep these records electronically. However,
Employers should remember to take time to review their employee documentation, retention policies, and how this information is being saved on a periodic basis. Here are five record retention issues employers should audit as of April 2022:
1. Are employee time records maintained for at least four years?
The statute of limitations can reach back
Labor Code section 226 requires that employers provide to employees semimonthly or at the time of each payment of wages, either as a detachable part of the check, or separately if wages are paid by personal check or cash, accurate itemized statements in writing. The Labor Code refers to these documents as “itemized statements”, but
California employers have a lot to keep their eye on over the last few weeks. For this week’s Friday’s Five article, here is a list of five key issues California employers should know about and how these issues will likely impact their workplace:
1. New decision approves striking unmanageable PAGA claims.
It’s time again for one quick action item you can accomplish to make your business safer than it was yesterday. Today, we are tackling personnel files. Specifically, we are going to address requests by employees—or, more worrisome, the employee’s attorney—to inspect or receive a copy of the personnel file.
Our
With June gloom bearing down on us here in Southern California, it may not feel like it outside, but July is right around the corner. As written about previously here, many local city and county minimum wage requirements will increase on July 1, 2019. California employers should review a few items to ensure the
Employers should remember to take time to review their employee documentation, retention policies, and how this information is being saved on a periodic basis. The beginning of 2019 it is a great time to review these items to ensure compliance with the law and to make the best defense against litigation. The first article in