Employers in California should periodically review their employee documentation and record retention policies to ensure compliance with state laws. Below are five critical areas to audit as of 2025:
1. Are Employee Time Records Maintained for at Least Four Years?
California law requires employers to track hourly employees’ start and stop times, meal periods, and total
The California Supreme Court’s decision in Naranjo v. Spectrum Security Services, Inc. represents a significant win for employers across the state, providing much-needed clarity on wage statement requirements and the categorization of premium pay for missed breaks. While this ruling alleviates some of the complexities surrounding California’s stringent labor laws, it also serves as a
As reported previously on this blog, the minimum wage for California’s fast-food operators will increase to $20 per hour on April 1, 2024 under AB 1228. The new law applies to national fast food chains, which are defined as “limited-service restaurants consisting of more than 60 establishments nationally that share a common brand, or that
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