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 many obligations under the Labor Code to create and maintain time records. However, the Labor Code does not address many specific issues about time keeping systems and employers moving to electronic records. While employers have not yet started to use the blockchain to record employee’s time and report pay information to employees
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
California employment law is a mind field that carries huge exposure for employers not proactively monitoring legal developments and potential legal issues. There are some statements employers in California should never make, and this Friday’s Five reviews misaligned statements that can create significant liability for an employer.
1. My company has employment practices liability insurance
Many cities and counties across California are set to increase their minimum wages in July 2017, and employers need to start preparing now. For example, Los Angeles City and County are increasing the minimum wage for employers with 26 or more employees to $12 per hour on July 1, 2017 (currently at $10.50 per
As we approach the close of 2015, employers should take the time to review their 
employment law policies and practices. I’m often asked where should the process start? Here are five areas employers can focus on to start the audit process:
1. Employee handbooks
Employers need to ensure their policies are up to date, and
Today’s Friday’s Five is a short video about five employment law considerations employers should review at the end of 2015. As mentioned in the video, I will be conducting a webinar on December 2, 2015 for employers to understand and comply with new employment laws taking effect in 2016. I will also discuss new