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
The City of Los Angeles recently assessed Carl’s Jr. Restaurants $1.45 million in fines for violation of the City’s minimum wage law ordinance. The City sought these penalties against Carl’s Jr. for allegedly failing to pay 37 employees the applicable Los Angeles minimum wage rate of $10.50 per hour from July 1, 2016 to
Happy Friday! This Friday’s Five, I discuss five issues California employers should consider given the minimum wage increase that took effect in many Southern California cities and counties on July 1, 2017.
In this Friday’s Five post, I discuss five items that SoCal employers should review to ensure compliance with the minimum wage and paid sick leave increases in many cities and counties that took effect on July 1, 2016 or soon thereafter.
Next week Los Angeles employers need to comply with new minimum wage and paid sick leave requirements. I have written about the new laws a lot recently, but wanted to provide five items in today’s Friday’s Five to review in ensuring your company is ready for the new laws for next week’s deadlines:
Welcome to this weeks Friday’s Five. In the last two weeks in early June 2016, many local governments in Southern California have passed laws increasing the minimum wage and the amount of paid sick leave benefits to employees. This Friday’s Five is a summary of five minimum wage and paid sick leave requirements that employers
Businesses that have worksites or operate within Los Angeles City or County need to review the minimum wage laws that go into effect July 1, 2016. While there are still many unanswered questions about the ordinances, there are key items employers need to start reviewing now to ensure compliance by the July 1, 2016 implementation.