Are there are any “predictive scheduling” requirements under California law? Can California employers change schedules for employees without notice? These are some of the questions I’ve dealt with lately about scheduling requirements in California. This Friday’s Five reviews five issues California employers should understand about regulations pertaining to setting and changing schedules under California law:
Apple employees sued the employer claiming they are owed unpaid wages for time spent undergoing a search prior to leaving the Apple retail stores. The issue presented to the California Supreme Court: Is time spent on the employer’s premises waiting for, and undergoing, required exit searches of packages, bags, or personal technology devices voluntarily brought
Are there are any “predictive scheduling” requirements under California law? Can California employers change schedules for employees without notice? These are some of the questions I’ve dealt with lately about scheduling requirements in California. This Friday’s Five reviews five issues California employers should understand about regulations pertaining to setting and changing schedules under California law:
In Rodriguez v. Taco Bell Corp., 896 F.3d 952 (9th Cir. 2018), an employee brought a putative class action alleging that Taco Bell’s discounted meal policy effectively denied employees the ability to take a duty free meal break. At issue in this case was Taco Bell’s policy of offering a discounted meal from the
A new decision was published this week on when commute time is required to be paid by employers. Plaintiffs represented current and former employees of defendant Pacific Bell Telephone Company who install and repair video and internet services in customers’ homes.
Plaintiffs alleged they were owed for the time they spent traveling in an employer-provided
California employers need to routinely need to review their policies and practices to make sure they are complying with intricacies that may arise in their work place. In law school, attorneys-to-be are taught to “issue spot,” and the unfortunate litigation landscape that faces California employers, business owners and their supervisors must also “issue spot” and
Businesses that have employees on standby waiting to be called for work must review whether this on-call time needs to be paid time. It is a v
ery fact intensive inquiry, that employers must ensure they get correct. Any mistake in not paying employees for compensable on-call time can result in potential exposure for overtime,