I just posted a new video on my YouTube channel about the issues facing employers with the state and local minimum wage increases in 2018 (embedded below). At the end of the first quarter in 2018, it is a good time to review compliance with the state and local minimum wage laws, and to start
Five pitfalls to avoid with California’s minimum wage increase in 2018
California’s state minimum wage increased for California’s employers on January 1, 2018. California’s minimum wage law provides for two different rates based on the size of the employer, and the minimum wage increases are reflected in this chart:
| Date | Minimum Wage for Employers with 25 Employees or Less | Minimum Wage for Employers with 26 Employees |
DOL overtime rules changes: five checklist items for CA employers reclassifying employees
The DOL’s change in the federal overtime rules requiring a higher salary threshold ($47,476 paid annually) for employees to qualify as an exempt employee takes effect December 1, 2016. This Friday’s Five discusses five final checklist items California employers should consider when reclassifying from exempt employees to nonexempt employees.
1. The DOL rule changes are
Los Angeles County minimum wage ordinance – traps for employers
Following the City of Los Angeles, the County of Los Angeles implemented a new minimum wage increase for all unincorporated cities within Los Angeles County. The minimum wage law follows the City’s requirements, but there are a few areas where the County differs, which can be a trap for employers:
1) County of Los Angeles
California’s paid sick leave law amended – what employers need to know
For additional information about the changes for California’s paid sick leave signed into law on July 13, 2015, click here.
Governor signs bill to amend California’s paid sick leave law 13 days after employees begin accruing paid sick leave.
Are you tired of employm
ent lawyers’ obnoxious headlines asking if you are sick over California’s paid sick leave law yet? I’ll spare you the play on words and get to some of the major amendments to California’s paid sick leave law, which took effect immediately upon the Governor’s signature of AB 304 on July
Presentation: General rules to comply with California’s paid sick leave law
I’ll be posting some short clips of a recent presentation I conducted on complying with California’s paid sick leave law. In this first video, I discuss some general rules California employers need to consider to comply with the July 1, 2015 deadline to offer paid sick leave to employees. Topics include:
- how to calculate pay
Five indispensable items employers must know about California’s Wage Theft Protection Act’s Notice to Employee
The Wage Theft Protection act of 2011 added Labor Code section 2810.5 requiring all private California 
employers to provide a written notice containing specific information to non-exempt employees upon hire. Below are five indispensable items employers should understand about the Notice to Employee (“Notice”) required under the law.
1. All private employers, regardless of size,
Steps California employers should take to comply with employment law changes in 2015 – part one
The laws passed in 2014 added some new posting requirements and resulted in the need to 
revise some of the notices California employers are required to provide to employees. This Friday’s Five Best Practices article sets out five items California employers should review before the start of 2015:
1. Review newly published frequently asked questions
Sick leave poster and revised Notice to Employee published by Division of Labor Standards Enforcement: All California employers must use starting January 1, 2015
The Division of Labor Standards Enforcement (DLSE) published a new poster employers are required to post regarding California’s new sick leave law. Under the new law (Labor Code Section 247) employers are required to display a poster in a conspicuous place requiring certain information about the new rights of employees to receive paid sick