Last Sunday was the deadline for Governor Brown to sign any new bills into law, and I was fielding a lot of questions about the bills that were signed by the Governor (as well as the bills that were vetoed) this week. So, I thought it would be appropriate for this Friday’s Five to be
Five reasons employers should consider voluntarily making premium payments to employees for missed breaks
California Labor Code section 226.7 provides that employees are entitled to receive premium wages in the form of one additional hour of pay at the employee’s regular rate of pay for a missed meal or rest break.
An employee who works more than three and one-half hours per day must be permitted to take a
Five videos all California employers should watch for 2016
Happy New Year! This Friday’s Five consists of five new video’s taken from a recent presentation I conducted on new employment laws facing California employers in 2016. Wishing everyone the best in 2016.
2016 Update: California’s new equal pay protections:
2016 Update: Meal and rest break considerations:
2016 Update: Minimum wage increases state
Five legal concepts every California employer needs to understand
You’ve set up a successful company and begin hiring employees. To be a successful operator in California, a company’s management needs to be familiar with the critical legal concepts in order to successfully navigate California’s complex employment laws. You never wanted to go to law school, but time to hit the, ahem, books (or the
Five New Year’s resolutions for California employers in 2015
Happy New Year. I started the Friday’s Five articles at the beginning of last summer, and 
the interest in the articles has been astounding, so I appreciate everyone who has read them and provided comments and feedback. If you have any topics you would like me to address, please let me know. With that
Top five employment law class action claims for California employers in 2014
Let me start with the lawyer’s disclaimer up-front: this Friday’s Five list has no scientific or statistical backing whatsoever, I generated it based on the cases I’ve been litigating in 2014. My experience may be (and probably is) skewed a bit, but nevertheless California employers should pay attention to the following areas of potential litigation.
Five lessons for employers from new meal break decision: In re Walgreen Co. Cases
An appellate court upheld a trial court’s denial of class certification in a case brought against 
Walgreens. The appellate court’s decision provides a few good lessons for employers defending class action allegations.
1. Meal break cases are harder to certify as class actions after the Brinker decision.
The California Supreme Court held in Brinker Restaurant
Are on-duty meal periods valid in California?
As many California employers know, ignoring or failing to comply with the requirements of providing meal and rest breaks in California can create huge liability for companies. California law does allow for “on-duty” meal periods, whereby the employee takes a meal break, but while still working. Employers sometimes view this exception as an easy alternative
Post-Brinker Decision Upholds Denial Of Class Certification: Muldrow v. Surrex Solutions Corp.
In Muldrow v. Surrex Solutions Corp., the California Court of Appeal upheld a trial court’s determination that the plaintiffs could not maintain a class action for proposed meal period class given the holding by the California Supreme Court in Brinker v. Superior Court (click here for additional information on the Brinker ruling
Meal and Rest Break Compliance After Brinker v. Superior Court
Have you attended webinars and read new legal updates on the new Brinker decision and still uncertain on how this applies to your company? Realizing that employers need to take a more active step in ensuring they are in compliance with the new decision, I’ve developed a package that actually assists employers in drafting and